In recent times, we’ve observed a troubling trend among large organizations — the scaling back or outright elimination of Diversity, Equity, and Inclusion (DEI) programs. This shift prompts a critical reflection on what DEI truly means in practice versus in proclamation. Actions, as they say, speak louder than words. But if we’re witnessing a retreat from these initiatives, one must ask: What message does this send to employees, customers, and partners?
As Dr. Sean “Bear” Bailey, my commitment to DEI transcends mere rhetoric. It’s not about the labels we attach to initiatives but about the tangible impact we create within our organizations. For me, DEI is about ensuring every voice within my organization is heard and valued. It’s about acknowledging the rich tapestry of lived experiences our staff bring to the table and recognizing that diversity goes beyond race, ethnicity, and gender.
We live in a world brimming with diverse worldviews and experiences that shape our daily existence. We must understand that embracing this diversity doesn’t mean we all walk the same path, but rather that we respect and value the unique journeys of each individual. When someone raises their hand in my organization, they know they will be heard. This ethos extends beyond our internal operations to how we engage with clients and vendors. It’s their capability and commitment to deliver excellence that determines our partnerships, not checkboxes of compliance.
“Investing in DEI is more than a financial commitment; it requires a deep, enduring investment in cultural transformation (the “work”).”
The essence of creating a truly diverse, equitable, and inclusive culture lies in the work — the genuine, often challenging efforts to foster an environment where communication bridges divides, where commonalities are celebrated as much as differences, and where the organizational culture prizes these efforts above all. When facilitating learning on DEI, my goal is to equip individuals with the tools to engage meaningfully with a diverse spectrum of people, not just to acquaint them with the terminology.
Investing in DEI is more than a financial commitment; it requires a deep, enduring investment in cultural transformation (the “work”). However, the real test of an organization’s dedication to these principles is not in the budget allocated but in the willingness to engage in the necessary, ongoing work to bring about real change.
The recent decisions by some organizations to cut back on DEI initiatives might suggest a preference for symbolic gestures over substantial action. This approach not only undermines the progress made but also questions the sincerity of their commitment to building truly inclusive workplaces.
As leaders, our actions and strategies must reflect a genuine desire to embrace and celebrate diversity in all its forms. Let’s not reduce DEI to buzzwords or treat it as a box to be checked. Instead, let’s commit to the hard, rewarding work of fostering environments where everyone feels valued, heard, and empowered to thrive.
In doing so, we not only enrich our organizations but also contribute to a more inclusive and equitable society. The journey of DEI is ongoing, filled with learning and growth opportunities. Let us not shy away from the hard work of DEI, for it is in this labor that we find the seeds of a more inclusive and equitable future. May we all strive to be champions of change, not merely in speech but in every action we undertake.
Dr. Sean “Bear” Bailey
Founder & CLO, Access to Growth Learning Solutions
Facilitator of Change, Advocate for Inclusion
Your Partner in Progress!
#BeyondTheBuzzwords, #EmpowermentThroughDEI, #EquityInAction, #RealChange
