Diversity, Equity, and Inclusion? What a Stretch!

Or Why Some Institutions Are Still Stuck in the Fifties (and Don’t Even Realize It)

by Fer Arévalo

lustración editorial que representa el contraste entre igualdad, equidad, inclusión y falsas políticas de DEI.

We’re living in 2025—AI, augmented reality, package-delivering drones... yet some institutions treat Diversity, Equity, and Inclusion (DEI) like a pretentious fad or, even worse, an existential threat to their traditional structure. So, here’s a reality check, served with sarcasm and backed by evidence. Because yes, there are things we simply can’t ignore anymore.

“Diversity? We’re all human, aren’t we?”

This line—delivered in a tone of misguided wisdom by someone wearing a tie—is as innocent as it is dangerous. Ignoring differences doesn’t erase them; it simply makes them invisible. And with them vanish the barriers that millions face daily: Indigenous folks, persons with disabilities, LGBTQ+ individuals, migrants, women, youth, the elderly… need I go on?

Equality ≠ Equity

Treating everyone the same feels fair—until you see that not everyone starts from the same place. Equity tweaks the rules so that real opportunity is possible. It’s not favoritism; it’s historical correction.

Inclusion That Only Makes It to the Photo

Some organizations mark “Diversity Day” with pretty photos and diverse panels… then go right back to their all-white boardrooms. Inclusion isn’t a one-time invite—it’s sustained, meaningful space for all.

“What If We Lose Control?”

Bingo. Resistance to DEI is often not rooted in ignorance but in fear. Equity redistributes power—and that rattles those who are too comfortable.

The Undeniable Benefits of DEI Programs

Let’s talk advantages—because balance sheets can do more than just count dollars:

1. Fuel Innovation & CreativityTeams rich in perspectives are idea factories, solving problems in imaginative ways.

2. Boost Performance & ProfitabilityMcKinsey & Company studies show that organizations with diverse leadership outperform rivals in profitability. Better decisions and adaptability follow.

3. Attract & Retain Top TalentToday’s professionals—and tomorrow’s—seek fair, inclusive environments. Organizations leading in DEI become magnets for talent, cutting turnover and building loyalty.

4. Cultivate a Positive Work ClimateWhen people feel seen and heard, morale soars. Big wordplay aside: productivity, communication, collaboration improve when inclusion is genuine.

5. Strengthen Brand & ReputationA real commitment to DEI builds a corporate image that attracts not just clients but partners and communities. Positive reputation? That’s priceless.

6. Understand Your Customers BetterA diverse team mirrors society, letting you truly get what your customers need, opening pathways to new markets.

7. Promote Social JusticeThis isn’t just business—it’s about equity. DEI fights discrimination and systemic barriers so that everyone has a fair shot.

The Data (Yes, That Which Some Just Can’t See)

Studies from McKinsey, Deloitte, Harvard—and even the IMF—agree: organizations with robust DEI strategies show stronger results, innovation, retention, and reputation. But sure, this doesn’t fit in the slide decks of those who only want to see “costs” not “investments.” When people feel valued, they work better. Stay longer. Contribute more. It’s not magic—it’s humanity.

The Twist: Why Are DEI Programs Getting Axed?

Ironically, despite these clear benefits, some governments—most notably under former U.S. President Donald Trump—and other conservative leaders have actively rolled back DEI programs in public institutions. Here’s what they typically claim:

• “Meritocracy vs. Reverse Discrimination”The usual argument: DEI supposedly gives preference to certain groups, allegedly sidelining more "qualified" individuals. Merit alone, they say, should determine opportunity—with no context for historical inequity.

• “Divisive and Polarizing”Critics argue that DEI does the opposite of unity—it highlights differences and stokes “us vs. them” thinking. Some also label DEI as "radical" or "ideological," sparking backlash.

• “Waste of Resources”From a conservative fiscal angle, DEI is seen as an unnecessary expense—money they believe should be allocated elsewhere.

• “Linked to Specific Ideologies”DEI is sometimes tied by detractors to terms like Critical Race Theory or other academic ideologies they deem divisive or biased. Elon Musk, for example, has dismissed DEI as “just another word for racism.”

“Are You Just Doing It for Show? Then At Least Do It Well”

Tokenism is easy—but it shows. If you’re going to hop on the DEI train, make sure your actions aren’t just paper-thin.

From Photo Ops to Real Action

Implementing DEI means rethinking internal policies, leadership, budgets, language, representation, and culture. Yes, it's uncomfortable—but transformative.

Who Loses if You Don’t Do It?

You. Your organization. Your team. Your future projects. Your whole country. Spoiler alert: diversity doesn’t threaten—you do if you resist it. Maybe the real fear isn’t DEI... but what you’re defending.

So What Now?

This isn’t a call for likes. It’s a call to awaken, to act. Listen. Do. Don’t wait until it’s legally required or trending. Start now.