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In recent months, diversity, equity, and inclusion (DEI) initiatives have become a lightning rod for controversy. Critics claim that DEI fosters division, prioritizes identity over merit, and challenges established norms in ways they view as disruptive or unnecessary. These assertions, however, stem from misunderstandings or deliberate misrepresentations of what DEI truly stands for.
Reminder: DEI is not about exclusion, favoritism, or forced conformity. Rather, it is about fairness, opportunity, and unity—principles that have always been central to the United States’ progress. It is these principles that have made the US the global power it is today.
If we want DEI to not only survive but thrive in today’s challenging climate, we must reimagine and refine it. The goal isn’t to convince people that DEI is good; the goal is to build a better pathway for unity and inclusion that feel relevant, sustainable, and effective.
Now more than ever, we must commit to unity over division and develop strategies that empower everyone.
The real danger lies in efforts to discredit and dismantle DEI. When society turns against inclusivity, it fosters division and resentment. True unity does not come from ignoring differences and asking people to conform (i.e., assimilation) but from embracing differences as strengths (i.e., acculturation). DEI, when implemented effectively, can be a tool for bringing people together, not pulling them apart.
How to Respond to DEI Detractors
Now, having been doing this work, I recognize firsthand that DEI leaders are often confronted with much skepticism. Rather than go on the defensive, we can equip ourselves—and our colleagues—with productive responses. Here’s how to respond constructively to common criticisms:
“DEI lowers standards.” → “Actually, we’re expanding the talent pool.”
When critics say DEI sacrifices quality, respond with facts: We’re ensuring that highly qualified candidates aren’t excluded due to bias or lack of access. It’s not about hiring someone because they check a box. It’s about making sure talented individuals aren’t overlooked because they don’t look or think like the status quo.
“DEI is reverse discrimination.” → “It’s about balance, not replacement.”
This claim often arises from fear or misinformation. We are not punishing one group to elevate another. We are correcting longstanding imbalances to ensure everyone has a fair shot.
“DEI is political.” → “Fairness shouldn’t be partisan.”
Some people object to DEI because they associate it with political agendas. Reframe the issue: We are creating respectful environments, reducing bias, and fostering opportunity. These are human goals, not political ones.
From Defense to Unity
As leaders, we must be proactive and strategic in thinking about the future. How can we implement a culture of inclusivity and build a future where opportunity is truly available to all? I have three suggestions of where we can start.
Prioritize Transparency
Organizations should be clear about what DEI means in practice, who benefits, and how outcomes are measured. One way to do this is by redefining metrics of success. Leaders can create key performance metrics, or KPIs, that measure the impact of having diverse teams and/or the role of employee resource groups (ERGs) play on the bottom line (e.g., creative solutions, marketing insights, problem-solving, recruiting diverse talent).
Transparency includes sharing challenges as well as successes, openly communicating goals, and holding leadership accountable. It also means explaining the rationale behind DEI initiatives to build trust and reduce skepticism. The latter often gets ignored, which leaves people to draw their own, and sometimes incorrect, conclusions about the rationale. This last effort has proven to be an impactful strategy in my own work.
Expand Representation
DEI must include the full range of the intersectionality of our identity: socioeconomic background, rural and urban divides, first-generation professionals, individuals with disabilities, and those. from religious and ideological minority groups, to name a few. Broadening the scope of DEI makes the work more relevant and responsive to the real complexity of identity and experience in today’s society. When DEI is inclusive of intersectional identities, it will be more effective in serving everyone.
By the way, this also means including people from the dominant group, which is not inherently White people. This is about any group that has the power, authority, and position to influence outcomes.
Shift from Compliance to Culture
DEI should not be reduced to checkboxes and metrics. Instead, it should focus on fostering a workplace and community culture where everyone thrives. Culture change involves leadership modeling inclusive behavior, embedding equity into daily practices, and creating a sense of shared responsibility for inclusion. Shifting culture requires us to creating spaces for dialogue, not just on-off training, which often fall short without ongoing opportunities for honest, courageous conversations.
Our organizations need to foster environments where people can ask hard questions, share personal experiences, and learn across differences—especially when it’s uncomfortable. When DEI is part of the organizational DNA, it moves from being an initiative to a way of being. While shifting culture may start with leadership, it will require everyone to sustain it.
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At a time when many organizations are scaling back or eliminating DEI offices altogether, these suggestions are not luxuries—they are necessities. It is in times of downsizing that our commitment to unity and inclusion must shine through. Instead of retreating, we must innovate.
Let’s evolve DEI so it speaks more powerfully, includes more voices, and creates more meaningful pathways to unity and opportunity.
This is our path to continued progress. In that spirit, how are you helping DEI evolve and thrive in your organization? Share your approaches, successes, and lessons learned so we can build a more united, inclusive workplace, juntos (together).
The views expressed in this article are those of the author and do not necessarily reflect the position of Hispanic Executive or Guerrero Media.
Norlan Hernández Blandón is a proud Nica/Nicoya—terms used to describe someone with Nicaraguan roots. He is the proud father to Aella Mia and husband to Isabel.
He is the associate provost for engagement and inclusive teaching and learning (aka chief diversity officer) at Fresno Pacific University. He is also CEO and lead consultant at Empowerfy Consulting LLC and the founder and president of Faithful Teachings Inc.
His previous roles include leading the Jesse Miranda Center for Hispanic Leadership at Vanguard University, leading a corporate training department that served an international audience. He has also led a team of higher education professionals who pioneered institutional efforts in creating an infrastructure to support fully online undergraduate and graduate students.
He holds a BA in liberal studies with an emphasis on culture and society from California State Los Angeles, an MA in theology from Fuller Theological Seminary, and a PhD in intercultural studies from Biola’s Cook School of Intercultural Studies. He is currently pursuing an Executive MBA at the Paul Merage School of Business at the University of California, Irvine (UCI). His research interests include Latin American identity, theology, leadership, justice, and DEI.
