Many opponents of Diversity, Equity and Inclusion (DEI) are not aware of its purpose, so I believe a wake-up call is needed.
To spill the tea for a second, for anyone who has kept up with the latest drama surrounding DEI, one would think he or she is watching “The Young and the Restless.”
DEI is about creating fair opportunities for everyone, but some people have missed the whole point. DEI is about creating an environment where people from all backgrounds, races and identities can thrive. Think about it, if a company makes room for everyone’s voice, regardless of their race or gender, you get more perspectives. That leads to better problem-solving, and a more productive work environment.
DEI is also a way to make up for centuries of systemic exclusion. For Black people, it is about getting a seat at the dinner table when that seat was once locked away behind walls of discrimination. For white people, it is about realizing that inclusion is “nice to have” it is power card.
But let us not pretend DEI is a magic fix. It is not about just checking boxes to make sure you have a diverse team. It is about providing the tools, resources and opportunities for people to succeed regardless of where they began.
Gone are the days of the Equal Employment Opportunity Commission (EEOC) being the primary tool for addressing workplace discrimination. While the EEOC, established in 1965, was essential for enforcing laws that prevented discrimination based on race, color, religion, sex, disability or national origin.
DEI moves beyond just addressing complaints. DEI works proactively, creating environments where inclusion and belonging thrive from the start. Unlike the EEOC, which was reactive, DEI is about creating an inclusive culture that empowers everyone, not just preventing discrimination but ensuring opportunities for all.
Let us discuss how DEI is shaking things up at historically Black colleges and universities (HBCUs). HBCUs were born out of necessity, places where Black students could receive an education when the doors to traditionally white institutions were sealed. These schools represent more than just education, they are symbols of resistance and excellence. As we see a shift in student demographics, there is a growing tension. Non-Black students are enrolling in larger numbers, and while diversity is not the issue, the way it is being integrated into these spaces certainly raises eyebrows.
When one has spent years fighting for a space, seeing it become a bit more crowded and it can feel like an intrusion. It is not about rejecting diversity but about honoring the legacy of these schools and ensuring that Black students still have a place to be unapologetically themselves, surrounded by people who understand their struggle. It is the history of segregation and exclusion that makes these institutions so vital to Black identity in higher education.
That being said, DEI is more than just about keeping things “Black-only” for the sake of tradition. It is about recognizing that everyone who walks through the doors of an HBCU whether Black, white, Latino, Asian, or anyone elsed deserves to thrive in an environment that values their unique experiences.
When DEI is administered correctly, it does not erase the history, it enhances it. It opens up the opportunity for all students to learn from each other and grow together, making the HBCU experience richer for everyone involved.
For Black students, DEI ensures they do not lose their voice or their seat at the table. For non-Black students, it is a chance to understand a culture and history they might not have been exposed to before. Diversity at HBCUs is not just about filling quotas, it is about creating an environment where all students feel seen, heard, and equipped to succeed.
Without DEI, HBCUs like Alabama State University would not be able to live up to their full potential. The Alabama State Foundation and the Alabama State University board of trustees play critical roles in ensuring that our institution continues to thrive, but they can not do it alone. Taking DEI out of the equation would strip away the very foundation that makes HBCUs what they are. The university is a place where students can find community, grow and succeed on their own terms.
Now, let us talk about DEI in the corporate world, because that is where the real drama unfolds. If you are a person of color at a Fortune 500 company, it feels like you are starring in a “General Hospital” plot twist every day. You have spent years grinding, climbing the corporate ladder, proving yourself, and then suddenly, you are being judged for your diversity instead of your merit. Cue the confusion, the frustration, and the realization that you are now part of a storyline you did not sign up for. It is like waking up to a new season of your favorite show, only to find it has been replaced by a Jerry Springer rerun.
You have worked hard to prove you belong, but now it feels like your every move is under scrutiny just because of the color of your skin. As much as we appreciate DEI’s push to level the playing field, we have got to ask, when does the fight for true equality begin? When do we stop being the diversity checkbox and finally just get to be employees with actual skill, talent and experience?
DEI is not some passing trend like the latest TikTok dance or a viral meme. This is not something people are going to forget about next month. DEI is about making sure everyone has an equal shot. It is about breaking down walls that have been built for centuries.If you think DEI is just about pandering and complaining, you have missed the point! Just look at the recent boycotts of Target and Amazon that have felt the consequences of dismantling DEI. Black dollars, all dollars are a force to be reckoned with. However, when Black people decide to take their spending power elsewhere, brands scramble to get it right. The future is not just about diversity for the sake of diversity, it is about giving people, regardless of their race or background, a fair chance. It is about making sure no one is left behind.