Recently, Diversity, Equity, and Inclusion (DEI) has been in the news and a common topic of discussion.
School districts nationwide are currently struggling with how to respond to targeted government orders to remove DEI programs by the end of June.
One specific example is the University of Louisville. Many changes are taking place at the university to comply with anti-DEI orders, and many people fear for the future. Specifically, individuals are afraid of the disappearance of inclusive centers like the LGBTQ+ center, and whether students will feel safe in school.
The foundations of DEI started out from bills passed in the first half of the 1900s, and ramped up after the U.S. Civil Rights Act of 1964. Eventually, in September 1965, Executive Order 11246 was passed, which required employers to hire without judgment based on race, gender, religion, national origin, or other factors, and to make sure that those employees are treated fairly during employment.
This executive order among others has played a part in spreading awareness and support for DEI policies for the past 40 years.
DEI is a practice that advocates for the fair treatment and representation of diverse people in the workplace. People are represented by the characteristics of race, gender, age, religion, disability, class, and other aspects of one’s identity. Many groups have been historically discriminated against, and DEI tries to give them equal opportunities that they were previously denied.
Tracy Stokes is a DEI director at Cincinnati Children’s Hospital who believes the practice is critical to society.
“DEI is not just important — it’s essential. It’s the foundation for belonging, innovation, and justice. When we prioritize diversity, equity, and inclusion, we’re acknowledging the inherent value in every individual’s identity, experience, and voice,” Stokes said.
Recent administrative decisions over DEI have put it on the news. A few months ago, executive orders were signed to begin dissolving DEI or DEI-related programs in the federal government and organizations, as well as rescinding Executive Order 11246.
These have also led to many employees who have been involved in a DEI program to get laid off by the government, and even content such as articles and photo archives related to women, people of color, and LGBTQ+ individuals have been removed from federal websites.
Many advocates believe that DEI tries to make the average workplace safe for all. The executive orders placed this year limit DEI’s implementation in places that would like to keep their workplace environment equal and appreciative.
“The choices made under the current administration significantly hinder the impact and use of DEI in society. Schools and universities are under a microscope where these matters are concerned, and with the threat of losing funding, they have to be careful when dealing with issues of diversity,” middle school Intro to Law teacher Jason Harnish said.
Harvard University was threatened by the administration to restrict student expression and curb diversity initiatives, or the government would freeze more than two billion in funding. Harvard refused to yield and sent a lawsuit to the administration, calling their action unconstitutional. There is no knowing whether Harvard’s action will be successful or result in severe consequences.
Another challenge to DEI is its controversies related to some of its policies or actions. A fair number of politicians and community members would like DEI to get shut down or have some of its rules repealed for various reasons. Specifically, the presidential administration believes that DEI is “reverse discrimination” against majority groups.
Other arguments include that DEI creates a barrier to already challenged business goals, distracts from individual merit, and is a trend rather than a full commitment to create an inclusive environment.
A major reason is that DEI can be seen as giving preferential treatment to specific groups or being unequal among other groups. The goal of DEI is to create diverse, equal, and inclusive places in society. DEI policies have to carefully give the right amount of compensation and authority to make oppressed groups satisfied but must also ensure that everyone gets the same benefits.
Another controversy is DEI’s impact on freedom of expression. Certain speech can be blocked due to DEI initiatives that may see it as offensive. In some colleges and universities, professors and students alike could potentially get harshly punished for sharing what may be a harmless opinion, depending on how strict their DEI programs are. Mandatory diversity statements, which delve into past history and responses of a recipient regarding diversity, can be viewed by some as an “ideological litmus test.” DEI supports diverse groups, but not all viewpoints at the cost of being more inclusive.
A real world example was that in 2021, a guest lecture at the Massachusetts Institute of Technology got cancelled because the speaker and astrophysicist Dorian Abbot criticized DEI programs, which led to controversy and an investigation on academic freedom led by a committee at the university.
Besides the moral perceptions of having organizations support more marginalized groups, they can physically benefit from DEI. It is less likely for employees to leave if they believe their voices are being heard and are in a welcoming environment. This can also increase their performance at work. Specifically, employees work 12% harder, 57% more effective at collaborating with others, and 19% less likely for them to leave. Promoting diversity and proving to others that the organization represents and wants all different kinds of people to be here can also be an advantage when it comes to employment itself.
“Students and the world need to know that DEI is not just about being ‘politically correct’ or ‘checking a box.’ It’s about creating environments where people can show up fully as themselves, where barriers are removed, and where everyone has a fair opportunity to succeed. In today’s global landscape, cultural intelligence and inclusive leadership aren’t optional — they’re essential skills,” Stokes said.
DEI’s goals are to promote a safe workspace and equal opportunities for all, with some conditions. DEI’s presence influences the environments of workplaces and universities as well as their ingrained communities. Wherever and whether it is added or removed, DEI will have a profound effect on a place of establishment and its people.
