What Is DEI? Demystifying Diversity, Equity, And Inclusion In Policy And Practice
In the first days of his second term in 2025, President Donald Trump issued an executive order ending DEI programs within the federal government. Such programs, designed to promote workforce diversity and address inequities based on race, ethnicity, gender, sexual orientation, and other factors, have drawn both support and scrutiny—advocates argue they foster inclusion and equal opportunity, while critics claim they prioritize identity over merit and enforce ideological conformity.
Below, explore the role of diversity, equity, and inclusion programs, including the history of these initiatives, the benefits of a diverse workforce, how they’re implemented, and their effects on the organizations that implement them. With a well-rounded perspective on DEI efforts, you may feel better equipped to engage in nuanced discussions about this complex topic.
What is DEI? Breaking down Diversity, Equity, & Inclusion
Diversity, Equity, and Inclusion (DEI) is a framework designed to foster fairness, representation, and belonging in workplaces, schools, and other organizations. While often discussed together, each component—diversity, equity, and inclusion—plays a distinct role in ensuring equal opportunity and representation:
- Diversity refers to the presence of people from a wide range of demographic, socioeconomic, and cultural backgrounds.
- Equity ensures fair access to opportunities and resources, addressing systemic barriers that may prevent full participation.
- Inclusion focuses on creating environments where everyone is valued, respected, and empowered to contribute.
DEI initiatives have become commonplace across workplaces and educational institutions in recent years. These programs address historical imbalances in representation, access, and treatment, ensuring that opportunities are more fairly distributed across all groups. DEI initiatives can include equitable hiring and promotion policies, leadership development programs, and employee training focused on bias awareness and cultural competency.
A historical perspective on diversity, equity, and inclusion efforts
Diversity, equity, and inclusion programs first began during the Civil Rights Movement in the early 1960s. Prior to this, systemic discrimination was deeply embedded in American society, with segregation, unequal access to education and employment, and limited legal protections for marginalized groups. Many workplaces, schools, and public institutions openly excluded people based on race, gender, and other factors.
In 1961, President John F. Kennedy issued an executive order requiring federal contractors to “take affirmative action to ensure that applicants are employed, and employees are treated [fairly] during employment, without regard to their race, creed, color, or national origin." The Civil Rights Act of 1964 expanded this by prohibiting employment, education, and public accommodations discrimination. It also established the Equal Employment Opportunity Commission (EEOC) to enforce workplace anti-discrimination laws and promote fair hiring practices.
In the decades since, DEI efforts have expanded beyond legal adherence to actively promote representation and inclusivity in the workplace. Cultural shifts towards social justice and institutional accountability in the mid-2010s led to an increase in DEI programs within both organizations. However, in 2025, the Trump Administration ended federal DEI programs, issuing an executive order calling for the end of “illegal and immoral discrimination programs] and prohibiting organizations from using state or federal funds for such programs.
How DEI shapes policies in schools and workplaces
DEI practices in schools and workplaces aim to promote fair opportunities, representation, and inclusion. Without such policies, proponents argue, institutions would remain dominated by certain populations, potentially resulting in a lack of varied perspectives and fewer opportunities for underprivileged groups.
Many colleges and universities use DEI frameworks in recruitment, hiring, and admissions to reduce systemic barriers to access. For instance, they may offer scholarships to students from disadvantaged school districts or develop partnerships with community organizations to expand access to higher education. Faculty may also consider different backgrounds and experiences when developing curricula to help ensure course content is inclusive, accurate, and culturally responsive.
DEI policies help create equitable workplace hiring practices, foster inclusive work environments, and support career advancement for underrepresented employees. Companies may implement structured hiring processes, employee training, and employee resource groups to promote diversity and ensure fair treatment. DEI initiatives often include pay equity audits, mentorship programs, and inclusive leadership training to address potential biases or inequities.
Examining the effects of DEI initiatives
Research indicates that DEI policies can have a positive impact on organizations that thoughtfully implement them. Many businesses report that DEI efforts increase agility, innovation, and competition, while colleges and universities benefit from the perspectives of students and faculty they may not otherwise attract.
Business performance
A 2023 survey of more than 2,000 companies found that those with mature DEI programs—those with well-integrated, long-term DEI strategies, leadership accountability, and measurable outcomes—experience significant improvements in revenue growth, agility, innovation, and brand perception.
Another recent study found that DEI is associated with stronger financial performance, including higher earnings growth, better-than-expected financial results, and higher company valuations. However, while DEI initiatives contribute to long-term business success, they do not directly correlate with future stock market performance.
Employee recruitment and retention
Enterprise Strategy Group’s 2023 survey found that companies with mature DEI programs are twice as likely to attract and retain top talent compared to those with less-developed initiatives. Employee recruitment and retention are widely considered key factors in long-term business success, helping companies maintain stability, reduce hiring costs, and foster a more engaged workforce.
Workplace morale
Employees in organizations with strong DEI initiatives are more likely to feel valued, included, and motivated. Research shows that individuals working in companies with well-developed DEI programs are significantly more likely to feel inspired to give their best at work, with 73% strongly agreeing, compared to just 33% in organizations with less-developed DEI efforts.
Why are DEI programs controversial?
While DEI efforts may effectively address specific disparities, these initiatives have also faced backlash. Critics argue that DEI programs prioritize identity over merit, enforce ideological conformity, or fail to produce meaningful, long-term change. Additionally, concerns have been raised about whether DEI policies create measurable improvements or serve as symbolic gestures.
Limited research suggests that diversity initiatives can backfire by making individuals from underrepresented groups question whether they were selected based on their qualifications or due to their identity. This effect, previously linked to stereotype threat, may also stem from causal inference—the idea that people interpret selection criteria based on the context in which they were chosen.
Other studies indicate that DEI training programs may be ineffective or counterproductive in some circumstances. For example, mandatory diversity training can lead to defensiveness, while one-time sessions may fail to create a lasting impact. Additionally, poorly designed programs could unintentionally highlight differences in a way that deepens divisions. As a result, organizations continue to refine DEI approaches, balancing efforts to promote equity with the need for transparency, evidence-based strategies, and broader stakeholder buy-in.
How to access inclusive mental health support
For many people, divisive rhetoric and political uncertainty can contribute to increased stress and anxiety, making mental health support a vital consideration. Research suggests that therapy can be an effective way to address stress and anxiety, offering individuals coping strategies and emotional support for navigating difficult moments and maintaining well-being.
With an online platform like BetterHelp, you can connect with a therapist whose background and experiences align with your own, potentially ensuring a more personalized and affirming approach to care. Many studies have found that therapy may be equally effective, whether delivered online or in-person, making online therapy an effective option for those seeking a convenient and affordable alternative to face-to-face sessions.
In addition to weekly sessions with a licensed mental health professional, online therapy may include tools and features designed to help you get the most out of each session, including guided journaling, digital therapy worksheets, educational webinars, and daily messaging with your therapist.
Takeaway
Diversity, equity, and inclusion (DEI) initiatives aim to create fair opportunities and inclusive environments in schools, workplaces, and beyond. While research shows that well-implemented DEI programs can enhance organizational performance and morale, they have also faced criticism and debate. The effectiveness of these initiatives depends on thoughtful implementation, ongoing evaluation, and a commitment to meaningful change. Consider seeking a therapist online or in your area for inclusive mental health care.
What are the five steps of diversity, equity, & inclusion (DEI)?
DEI strategies vary across organizations; however, the following five-step framework is commonly used when implementing effective diversity, equity, and inclusion initiatives:
- Assessment: Conducting surveys, audits, and data analysis to identify gaps in diversity and inclusion.
- Goal-setting: Establishing measurable objectives, such as increasing representation or improving workplace culture.
- Implementation: Developing inclusive hiring practices, bias training, mentorship programs, and equity-driven policies.
- Measuring progress: Regularly evaluating DEI initiatives and gathering feedback.
- Adjusting strategies: Adjusting and refining efforts for long-term impact.
Why are colleges getting rid of diversity, equity, and inclusion programs?
Some colleges and universities are reducing or ending DEI programs due to legal challenges, political pressure, and concerns over effectiveness. Recent legislation in certain U.S. states has restricted public institutions from federal funding DEI initiatives, arguing that they promote ideological bias or unfair advantages. Additionally, budget cuts have led some institutions to scale back or cut DEI offices and initiatives.
What are the arguments against DEI?
Some policymakers and individuals believe DEI causes a lack of opportunity instead of more opportunity and hope to promote fairness by giving all people the same opportunity despite their identity. Anti-DEI efforts are based on the idea of not spending “precious taxpayer resources” on federal diversity efforts. However, this particular group might struggle to understand the importance of equity over equality. Certain groups are at a higher risk of shameful discrimination and lack of opportunity due to their identities and systemic factors that have historically put them in discriminatory situations. Equity refers to meeting people where they’re at instead of giving everyone the same type of support. Without equity, hiring and personnel management could legally enforce racial preferences with no protections and no legal requirement to hire people of certain racial groups, leading to a lack of racial equity in the talent pool.
Does DEI include LGBT?
DEI efforts protect people of marginalized identities, including those in the LGBTQ+ community (lesbian, gay, bisexual, transgender, queer, etc.). When there is no gender diversity or efforts to protect gender identity and sexuality at work, an inclusive workplace can be more difficult to enforce, and discriminatory policies can be implemented by corporate leadership that could avoid hiring someone because of bias and assumptions about their gender or sexuality based on how they look. Implicit bias training in a company can increase workforce diversity.
What are the four pillars of DEI?
The four pillars of DEI include education, empathy, engagement, and accountability. DEI policies include educating higher education institutions and hiring professionals about the importance of DEI hires and equity in the workplace and schools. In addition, empathy and engagement show companies and schools the importance of seeing the struggles others go through and having empathy for individuals' unique identities and needs in advancing diversity measures.
Finally, accountability means holding up the policies that are enacted. A government committed to change follows the laws and hasn’t criticized DEI as “an immense public waste” or a form of “expending precious taxpayer resources” for no reason.
Is empathy part of DEI?
Empathy is one of the four pillars of DEI. Empathy can mean putting yourself in someone else’s shoes and learning more about their experiences to understand their reality better instead of projecting your own onto them.
Should religion be part of DEI?
Religion is not generally included in DEI because religion is not an identity someone is born with, like race, ethnicity, and sexuality. In addition, many religions are not oppressed, and some religious people may act oppressively toward others. For this reason, religion is not inherently a marginalized identity.
Does DEI include handicapped?
DEI includes people with disabilities, as disabilities are a part of one’s identity that can impact how they work and live. Often, people with disabilities require accommodations to be able to work and study fairly alongside other students. For example, a student with a service dog who is trained to save their life might have an accommodation to bring their service dog to their dorm with them in college.
What does DEI look like in schools?
DEI in schools may look like initiatives to support diverse groups in applying to attend and scholarships for those of marginalized communities. DEI can also apply to the disability centers and accommodations offered to disabled students. Some DEI programs focus on supporting LGBTQ+ students.
Is mental health a DEI issue?
Mental health conditions can be a disability, so they may be included in DEI policies for disability rights. However, mental health on its own is not necessarily included in DEI.
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