Photo by Yankrukov
Over the past few decades, Diversity, Equity, and Inclusion (DEI) initiatives have been at the forefront of workplace transformation, igniting essential conversations about fairness, representation, and systemic change. Yet, these efforts are now under attack, with recent moves by the federal government to roll back DEI policies and investments. These assaults on progress reinforce the reality that we cannot return to "meritocracy"—a system we have never truly achieved in the United States. DEI was not born out of a society built on fairness; it emerged as a response to blatant discrimination against women, BIPOC, LGBTQ+ individuals, and others with marginalized identities. It is a framework designed to dismantle barriers that have been upheld for centuries.
At the same time, it’s important to acknowledge that language and frameworks can evolve. Clinging to “DEI” as a term is not necessary if other approaches can better achieve the equitable outcomes we seek. What matters most is not the specific terminology but the commitment to fairness, equity, and inclusion—and the willingness to embed these values into systems, policies, and practices. However, any new framing must advance these goals, not obscure or undermine them.
Take, for example, the growing discourse around “civility” in the workplace. Often framed as a complementary concept to DEI, civility aims to promote positive interactions. Yet in practice, it can perpetuate systemic inequities by placing undue expectations on those experiencing microaggressions or discrimination to remain polite or “civil” toward aggressors. This emphasis risks replacing authenticity and empathy with superficial politeness and mirrors the limitations of concepts like “tolerance,” which fail to address systemic inequality or hold individuals accountable for harmful behaviors. Civility can play a role in fostering respectful dialogue, but it must not dilute the transformative purpose of DEI.
Similarly, a new term has emerged in some circles: MEI, which stands for Merit, Excellence, and Intelligence. Proponents argue that MEI offers a fairer, more inclusive approach, but this framing is neither neutral nor progressive. Instead, it reflects and reinforces the biases already embedded in workplace and societal systems. Merit, excellence, and intelligence are not objective ideals—they are deeply shaped by systemic inequities. For instance, merit is often used as a proxy for privilege, relying on indicators like prestigious schools, prior employers, or social connections, which reflect access to opportunities rather than intrinsic ability. Similarly, standards for professionalism, leadership, and achievement are often defined by cultural norms shaped by those in power, marginalizing diverse perspectives. Intelligence, too, carries a troubling legacy, having been weaponized through pseudoscience to draw racist conclusions about the intellectual capacity of marginalized groups. MEI risks dismissing the historical and ongoing discrimination that DEI seeks to address, doubling down on the exclusion of those who have been denied opportunities under the guise of meritocracy.
Systems Change Over Performative Gestures
Terms like “civility” and “MEI” have gained traction, in part, because DEI initiatives have often struggled to deliver on their promise. In many organizations, these efforts have faltered—relegated to performative gestures, siloed initiatives, or misconstrued as special treatment for marginalized groups. Following the murder of George Floyd, many companies embraced DEI as a box-checking exercise, making surface-level commitments instead of tackling systemic inequities. For instance, hosting an unconscious bias workshop is no substitute for auditing and addressing inequities in hiring, pay, and promotion practices.
DEI is also frequently framed as benefiting only marginalized groups, overlooking its broader value to all employees. Emphasizing its universal benefits—such as better decision-making, increased innovation, and stronger organizational performance—reinforces that equitable systems serve everyone, including white men.
When mismanaged, the intent behind DEI is often lost, leaving organizations unprepared to tackle the inequities they aim to address. This doesn’t mean DEI has failed; rather, it highlights the need for greater accountability and intentionality to ensure these efforts achieve their original purpose: driving meaningful, systemic change.
The Workforce of Tomorrow
As we look to the future of work, it’s essential to acknowledge the shifting demographics of the workforce. By 2045, the majority of Americans will be Black and Latine/Hispanic. Organizations that fail to adapt to these changes risk alienating a significant and growing segment of both their workforce and customer base. Embracing this shift is not just a moral imperative—it’s a strategic business necessity.
Beyond Terminology
While the language we use to describe equity efforts may evolve, the substance must remain rooted in accountability, authenticity, and justice. DEI’s origin story reminds us that it was never about special treatment but about creating a level playing field in a society deeply rooted in inequity. To truly progress, we must reject attempts to dilute equity efforts with shallow concepts like “civility” or “merit” when they serve to obscure systemic barriers. Progress demands unwavering focus on outcomes—guided by data, accountability, and trust.
A Call to Action
As leaders, it is our responsibility to rise to this challenge. We must recognize the shortcomings of past efforts, resist the allure of performative rebranding, and commit to meaningful, systemic change. Diversity, equity, and inclusion are not standalone programs—they are the results of policies and practices that promote fair and objective processes while providing employees with the resources they need to do their jobs well and thrive.
At Ellequate, we have never provided employers with “DEI policies.” Instead, we help employers develop data-driven systems for hiring, work-life integration, professional development, pay, and culture that meet the needs of today’s workforce while preparing for the future.
Some organizations may choose to move away from labeling efforts as "DEI," and that’s okay—perhaps even necessary—as long as they remain committed to embedding fairness, equity, and accessibility into every aspect of their systems and practices. The name matters far less than the work itself, which is key to creating environments where employees thrive and organizations succeed. This is how you build trust and become an employer of choice.
This work is not easy, but it is essential. Together, we can build workplaces that not only reflect the diversity of our world but also empower every individual to contribute their best. Language may evolve, but the mission endures: creating workplaces that work for everyone.
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