We’ve Twisted the Meaning of DEI—From Inclusion to Division

Divide in the road

I’ve been wanting to talk about this for a while. Honestly, I’ve held back because the conversation around Diversity, Equity, and Inclusion (DEI) has become so toxic, so divisive, that it feels like no matter what is said, someone is ready to twist it into something it was never meant to be. But I feel like it’s time to finally say something—I’m frustrated and disheartened by the way people are reacting, and I’m afraid for what’s to come.

Being on social media, watching the news, and seeing the way people discuss DEI has made this even more concerning. What I view as a framework for building fair and inclusive environments has now been clouded by what I can only describe as unhinged perspectives. The anger, misinformation, and outright hostility on both sides of the conversation are alarming. People are no longer engaging in dialogue—they’re attacking, dismissing, and tearing each other down.

And for what? What are we really fighting about? DEI was never meant to be a battlefield—it was meant to create a fair and inclusive environment where everyone feels welcome, valued, and has equal opportunities, especially those who have been historically underrepresented. It’s about breaking down barriers, not creating new ones.

The Root of the Problem—A Lack of Understanding

One of the most frustrating things I’ve seen in all of this is that many people who are loudly opposing DEI don’t even know what it actually stands for. They throw the term around as if it’s a threat, a takeover, or some kind of forced agenda, without ever taking the time to understand its meaning.

DEI stands for Diversity, Equity, and Inclusion—at its core, it’s about making sure that everyone has access to opportunities, that workplaces and communities are fair and accessible, and that all voices have a seat at the table. It’s not about replacing anyone. It’s not about shaming anyone. It’s about ensuring that people—regardless of background, ability, gender, race, or economic status—can thrive.

Yet, somewhere along the way, a false narrative took hold—one that suggests DEI is about certain minority groups taking jobs from others. I don’t know how this started, but it’s simply not true. DEI was never about replacing anyone; it’s about ensuring that qualified individuals from all backgrounds have a fair shot at opportunities that have historically been limited for some. It’s about broadening the table, not taking seats away.

At the same time, DEI has also been misrepresented in another way—some have framed it as being solely about race, gender identity, or sexual orientation, rather than recognizing that it encompasses a much broader scope. DEI is about creating opportunities for all underrepresented and marginalized groups, including individuals with disabilities, veterans, caregivers, and those from disadvantaged socioeconomic backgrounds. Reducing DEI to only certain aspects of identity ignores its true intent: to foster fairness, access, and opportunity for everyone.

What DEI Really Looks Like

Do we realize that DEI means helping people with disabilities get the services and accommodations they need to fully participate in work and life? Do we acknowledge that it’s about making sure women have the time off they need when they have children, without fear of professional consequences? DEI is about ensuring that all employees have equitable access to resources that allow them to thrive.

While not a direct component of DEI itself, the Family and Medical Leave Act (FMLA) plays a crucial role in supporting DEI initiatives. By ensuring employees can balance work and family responsibilities—whether it’s caring for a newborn, an aging parent, or their own health—FMLA fosters a more inclusive and equitable workplace. This includes ensuring that both women and men have the time off they need when welcoming a child, without fear of professional consequences. These policies help level the playing field, allowing people to show up as their best selves without sacrificing their personal responsibilities.

It’s Up to Us—Not Just Politicians

What’s most disheartening is that DEI, a concept meant to unite, is instead being used as a battleground. We are so focused on proving each other wrong that we’ve forgotten the real goal: to work together. To listen. To build bridges. To find common ground.

A friend recently said something that stuck with me:

“It’s up to us to make sure we don’t separate, not a politician. Just be a good human.”

That’s the truth. This responsibility doesn’t fall on one leader, one policy, or one movement—it’s on us. It’s on how we choose to engage with one another, how we show up in our communities, and how we decide to either divide or unite.

So Where Do We Go from Here?

We get back to the basics. We remember why this work matters in the first place. We stop making assumptions and start having real conversations. We move beyond slogans and engage in meaningful action. And most importantly, we refuse to let fear, anger, or misinformation define what DEI truly stands for.

Because at its core, DEI is about people. And people—all people—deserve to be seen, heard, and valued.

Are we willing to do the work to make that a reality?

At D5 Consulting Group, we specialize in facilitating uncomfortable conversations in a way that makes people feel safe, heard, and empowered to express their opinions. Real change happens when people are willing to listen, learn, and engage in open, honest dialogue—and that’s exactly what we help organizations do.

Amira Davis, Co-Owner D5 Consulting Group

Amira Davis Co-Owner & Director of Operations, D5 Consulting Helping businesses and organizations create inclusive, effective workplaces.