MARCH 10TH, 2025 - BY HELEN SANCHEZ

Since Diversity, Equity, and Inclusion have been in the news so much of late, this is a good time to discuss the topic.

What is DEI?

What does Diversity, Equity, and Inclusion do and how is it structured? If we examine the dictionary definitions of these words, they are:

● Diversity is the inclusion of individuals representing more than one national origin, color, religion, socioeconomic stratum, sexual orientation, etc.

● Equity is the quality of being fair or impartial.

● Inclusion is the practice or policy of including and integrating all people and groups in activities and organizations.

So from these definitions we can see that Diversity, Equity, and Inclusion is the process of identifying people of differing backgrounds and giving them all a chance for equal consideration of an opportunity.

Diversity, Equity, and Inclusion as a business practice lays the foundation for a level playing field by offering suggested practices to support anti-discrimination within the corporate environment. By embedding the recommended practices within the company culture, companies can assure that no one group has preferential treatment, resulting in a well-balanced and successful workforce.

DEI Today

Since the American government has labeled Diversity, Equity, and Inclusion programs as harmful and immoral and removed them from government verbiage and practices, where is DEI reflected today? These government actions have resulted in some companies eliminating their DEI policies and some companies acknowledging the success and importance of DEI. Just a few of the major corporations that have retained Diversity, Equity, and Inclusion policies include Costco, Ulta, Macy’s, Cisco, Delta, JPMorgan Chase, Microsoft, Nasdaq, Pinterest, and Salesforce. Leadership from JPMorgan Chase stated “they will not back down on DEI”, and Nasdaq leadership stated “diversity makes us a better company.” So, the decision can and does vary, but what is essential to know is that any practice or policy such as DEI can benefit from review and adjustment over time and can be better and stronger with change. These practices must become a part of the corporate culture, not simply a hiring practice. Whether we are a part of a previously marginalized group or not, we must acknowledge the advances that DEI created and the benefits derived from those advances.

● In a 2024 Pew Research Survey 52% of U.S. workers said that DEI at work is mainly a good thing.

● According to a Boston Consulting Group study, companies they researched reported that innovation revenue was 19% higher than that of companies with below-average diversity in management.

● In a January 2025 YouGov survey fewer than one-third of Americans had an unfavorable view of DEI programs.

● A study by TechTargets Enterprise Strategy Group shows that companies committed to DEI experience an enhanced competitive position, agility, innovation, and broad perceptions.

● A Pew Research study found that 19% of Americans aged 65 and older worked in 2023, nearly twice as many as 35 years ago.

These study results reinforce our progress in Diversity, Equity, and Inclusion and show that employees support the practice. If we continue our commitment to DEI, we will continue improving.

DEI and Me

For those of us who experience an ‘ism’ (sexism, racism, ageism, ableism) we know that Diversity, Equity, and Inclusion practices can provide improvements for us. The studies I’ve mentioned attest to that. Embedding inclusion in the corporate culture is even better, so in whatever capacity DEI continues, we should support it. We should support those companies that understand and refer to the successes of an inclusive and equitable workforce. It is important not to lose hope when those companies I mentioned earlier attest to their accomplishments with diversity and inclusion in their workforce and pledge to continue the practice within their culture. Perhaps the name will change, or where the responsibility within an organization rests will change, but the critical piece will not change, the inclusion and the fairness. Healthier and more vibrant workplaces can only be achieved through this commitment. We can work together for fairness. Fairness that encompasses pay equity, promotion opportunities, safety, and wellness for all. We can build a coalition that supports collaboration and communication amongst all employees. Change is not easy but it is always worth the effort.

Go to my website, Tanagui LLC, to download a free Job Search Tips & Career Planning Workbook, book a free consultation, or learn about our Building Your Legacy Season course.

About the Author: Helen Sanchez is Idonea’s Talent Empowerment Strategist, bringing over 30 years of experience in recruiting and career guidance. As the founder of Tanagui, LLC, she is dedicated to helping women over 40 navigate ageism in the workplace and secure meaningful careers. With a background in Women & Gender Studies and African American Studies, Helen is an advocate for intergenerational workplace equity and a passionate speaker, writer, and career coach. Connect with her on LinkedIn.