DEI is the term on everybody’s tongue. Anytime you turn on the television, DEI is being debated, discussed, and dissected, with some claims that DEI is dead or rather, on its way to a slow death. DEI is a field that was birthed out of the Civil Rights Movement, when many organizations and institutions were looking for guidance to comply with the Civil Rights Act of 1964 and ensure they were avoiding discrimination and thus litigation. Today, DEI has become public enemy number one, being blamed for an absurd amount of catastrophes from the 2024 Francis Scott Key Bridge collapse in Baltimore to the recent plane crash at Washington D.C.’s Reagan National Airport.

Is DEI Really Dying?

If one were to only listen to and read narratives from the media, it is easy to be convinced about DEI’s imminent demise. But according to a 2024 study from Scientific Reports, “Americans across many different demographic categories vastly underestimate their fellow Americans’ support for diversity and inclusion.” The media plays a critical role in shaping the public’s perception and understanding of DEI and can contribute to misconceptions and misinformation about DEI. Because DEI has become such a contentious and controversial issue, media headlines that are scandalous and attention-grabbing garner more publicity. These hyperbolic stories are regurgitated and repeated, creating the illusion that DEI is disintegrating when in actuality, it is far more nuanced.

The Reality: 87% of Companies Are Maintaining or Increasing Their DEI Budgets

A 2025 study from Resume.org with the headline “1 in 8 companies Are Scaling Back DEI Commitments in 2025, Many Cite Political Climate” may lead readers to believe that DEI is on its way to the grave. When you unpack what the researchers determined, the data tells a different story. While the headlines focus on the small fraction of companies scaling back their DEI efforts, the real takeaway is that 87% of companies are either maintaining or increasing their DEI budgets. 65% of companies surveyed said they will keep their DEI budget the same and 22% plan to increase their budget, yet misleading headlines want to push the false narrative that DEI is dying.

Companies Are Not Deterred by the Backlash

The results from the aforementioned Resume.org study echo the results of a November 2024 LinkedIn poll, which revealed that 46% of respondents were planning to increase their DEI efforts and 33% were planning on keeping DEI efforts the same. The media has the power to propel the propaganda and are playing an active role in perpetuating misinformation. The responsibility then falls on those who believe in equity and justice to disprove the lies, dispel myths, and dispense accurate information about DEI. Beyond the salacious headlines, the data tells us that most companies are not deterred by the current DEI backlash.

Why Companies Are Not Abandoning DEI

There are several reasons why companies aren’t doing away with DEI. Despite DEI’s imperfections, many recognize its utility. Corporations recognize that younger generations of consumers are drawn to companies that embody inclusive and equitable values. Workplaces that develop initiatives and interventions designed to promote diversity, equity and inclusion will be better equipped to retain employees and remain sustainable in the future. In an ideal world, companies would prioritize diversity, equity, inclusion, and justice because it’s the right thing to do to create environments where every employee feels supported, valued, and can thrive. But in a capitalist society, profit drives decision-making. At the end of the day, companies recognize that despite claims of “go woke, go broke,” DEI is good for business.

The Need for Transformation in the DEI Field

Like any other field, DEI has its share of snake oil salespeople—folks with very little understanding or expertise in developing diversity, equity and inclusion solutions but because of their background, identity, or other factors, they entered the DEI space and were able to gain prestige and profit without providing any real or tangible solutions. This moment of heightened scrutiny, in many ways, is actually a good thing. The DEI opposition will drive much-needed transformation in a field that has strayed from its original goals and purpose. It is the job of those equipped with the truth to challenge the misinformation. While the terminology of DEI will continue to change, the core mission of DEI remains the same: ensuring that workplaces are sites that foster fairness, growth, opportunity, and development for all.

Conclusion

The data is clear: 87% of companies are maintaining or increasing their DEI budgets, and the majority of companies are not deterred by the current DEI backlash. It is crucial for those who believe in equity and justice to disprove the lies, dispel myths, and dispense accurate information about DEI. The media has a responsibility to shape the public’s perception and understanding of DEI, and it is up to us to challenge the misinformation and promote a more nuanced understanding of this critical field.

FAQs

• What is DEI?
  DEI stands for diversity, equity, and inclusion.
• Is DEI really dying?
  No, despite some claims, DEI is not dying. In fact, 87% of companies are maintaining or increasing their DEI budgets.
• Why are companies not abandoning DEI?
  Companies recognize that DEI is good for business, and it is a key factor in retaining employees and remaining sustainable in the future.
• What is the core mission of DEI?
  The core mission of DEI is to ensure that workplaces are sites that foster fairness, growth, opportunity, and development for all.

Neurodiversity is a term to describe cognitive differences. In a neurotypical world, these cognitive differences are often looked at as limitations rather than advantages. Because the workplace and larger society has been built by neurotypical people for neurotypical people to succeed, many of the systems benefit neurotypical people by default. Most systems were not designed with neurodivergent needs in mind, perpetuating the perception that neurodivergence mistakenly means “less than” or somehow flawed.

How is Neurodiversity Advantageous?

In my interview with Kristen Pressner, global head of people and culture at Roche and founder of Flip It to Test It, a tool for managing bias, she shared what it was like when she realized her own advice did not seem to work with her own family members who had recently been diagnosed with ADHD. She realized that, by not working under the assumption everyone’s brains worked the same way, she could be a better ally to her own family members.

Pressner realized that her family member’s brains seemed to be on a different operating system and she had to engage very differently; in doing so, the advantages of their brains became more evident. To engage differently, she began to ask questions like the following:

• Instead of, “Why can’t they get it together?” she asked, “What else might be causing the perception that they ‘can’t get it together’?”
• Instead of, “Why do they procrastinate?” she asked, “What might be happening inside their brain to make getting started so challenging?”
• Instead of, “How can I fix them?” she asked, “What can I learn from them?” and “What can I adapt in my approach to bring out the best in them?”

By removing the neurotypical default, rather than focusing on why neurodivergent people don’t fit into a neurotypical designed world, allies can better understand how to meet neurodivergent people where they are and provide support to leverage the broader talents of all brains equitably.

How Can I Be A Brain Friend?

Pressner coined a term to describe allyship in the neurodiversity community: brain friend in her latest TedTalk: Why is it that so many people just ‘can’t get it together’? Brain friends can ensure that reasonable accommodations are made, speak up about neurodiversity issues and take action to make more inclusive spaces. They may look for opportunities to leverage the unique advantages of neurodivergent people. Brain friends educate themselves on these differences; they are curious, non-judgmental and offer their support for how neurodivergent brains may be optimized.

Instead of seeing all the ways in which neurodivergents “don’t measure up” to a neurotypical standard, brain friends “flip it” to see the advantages divergent brains can bring. Brain friends think about the creativity, different perspectives or ideas that cognitive differences can bring. Flexibility, adaptations or reasonable accommodations are important for all people to thrive. For some, especially in the neurodivergent community, flexible work hours, natural lighting and quiet spaces can be helpful to maximize the advantages of different types of thinking. One question brain friends often ask is, “Why do we have to do it this way?” or “What if we tried a new way?” instead of imposing the neurotypical status quo.

Brain friends speak up about neurodiversity issues. In the workplace, it’s important to notice behaviors in meetings and in social settings. One challenge neurodivergent people may have is conforming to social cues, which can be harmful in interviews or promotion-selection processes where things like handshakes, eye contact and small talk can heavily influence employment decisions. To be a better ally, pay attention to neurotypical bias in these situations and use objective criteria to evaluate all talent equitably.

Allies take action. To be a better brain friend, engage in intentional consistent actions over time. Take inventory of your network: how many people do you know who are neurodivergent? How could you expand your network to include more neurodivergent people? How could you be a better mentor, sponsor, advocate, coach or challenger to neurodivergent people?

Conclusion

The beauty of allyship, when practiced well, is that the benefits largely come to those who are trying to be allies. As allies learn about differences and appreciate them, they often learn new ways of thinking, leading to higher productivity, creativity and decision making.

FAQs

Q: What is neurodiversity?
A: Neurodiversity is a term to describe cognitive differences.

Q: What are the benefits of neurodiversity?
A: The benefits include creativity, different perspectives, and ideas that cognitive differences can bring.

Q: How can I be a better ally to neurodivergent people?
A: By being a brain friend, you can ensure that reasonable accommodations are made, speak up about neurodiversity issues, and take action to make more inclusive spaces.

Q: What is the importance of reasonable accommodations?
A: Reasonable accommodations are important for all people to thrive, and for some, especially in the neurodivergent community, flexible work hours, natural lighting, and quiet spaces can be helpful to maximize the advantages of different types of thinking.

Equity in the Workplace

As organizations strive to become more inclusive and diverse, creating equitable data practices is crucial for breaking down barriers and fostering a culture of fairness and transparency. In this article, we’ll explore the importance of equitable data practices and provide actionable steps to achieve this goal.

Why Equity in Data Matters

Data is a powerful tool that can be used to inform decision-making, drive business outcomes, and enhance customer experiences. However, if data is not used fairly and inclusively, it can perpetuate biases and inequalities, leading to negative consequences for individuals and organizations alike.

Challenges in Data Collection and Analysis

One of the primary challenges in creating equitable data practices is the collection and analysis of data. Data collection methods may be biased, and analysis may not account for diverse perspectives and experiences. For example, data collection methods may not be accessible or inclusive for individuals with disabilities or linguistic differences.

Biases in Data Analysis

Biases in data analysis can also perpetuate inequalities. For instance, algorithms and machine learning models may be trained on biased data, leading to inaccurate predictions and outcomes. Additionally, data analysis may not account for systemic inequalities and power imbalances.

Breaking Down Barriers: Strategies for More Equitable Data Practices

Inclusive Data Collection

To break down barriers, organizations must prioritize inclusive data collection methods that account for diverse perspectives and experiences. This includes using accessible and accessible data collection tools, as well as engaging with diverse stakeholders and experts.

Transparent Data Analysis

Transparent data analysis is critical for building trust and ensuring fairness. This includes using transparent algorithms, providing clear explanations for data-driven decisions, and making data available for scrutiny and feedback.

Accountability and Feedback Mechanisms

Accountability and feedback mechanisms are essential for identifying and addressing biases and inequalities. This includes regular data audits, regular feedback from diverse stakeholders, and transparent reporting of biases and errors.

Best Practices for Implementing Equitable Data Practices

1. Conduct a Data Audit

Conduct a thorough data audit to identify potential biases and areas for improvement. This includes reviewing data collection methods, data analysis tools, and decision-making processes.

2. Engage with Diverse Stakeholders

Engage with diverse stakeholders, including individuals with disabilities, linguistic differences, and underrepresented groups, to ensure that data collection and analysis methods are inclusive and accessible.

3. Use Transparent Algorithms

Use transparent algorithms and provide clear explanations for data-driven decisions. This includes providing data and insights that are accessible and understandable to all stakeholders.

4. Regularly Monitor and Evaluate

Regularly monitor and evaluate the effectiveness of equitable data practices. This includes tracking biases and errors, providing feedback mechanisms, and making adjustments as needed.

Conclusion

Creating more equitable data practices is crucial for breaking down barriers and fostering a culture of fairness and transparency. By prioritizing inclusive data collection, transparent data analysis, and accountability and feedback mechanisms, organizations can ensure that data is used fairly and inclusively. Remember, data is a powerful tool that can be used to drive positive change. Let’s harness its potential to create a more equitable world.

FAQs

What is the importance of equitable data practices?

Equitable data practices are important for breaking down barriers and fostering a culture of fairness and transparency. They ensure that data is used fairly and inclusively, and that biases and inequalities are identified and addressed.

What are some common biases in data analysis?

Common biases in data analysis include confirmation bias, selection bias, and sampling bias. These biases can lead to inaccurate predictions and outcomes, and can perpetuate inequalities.

How can I create more equitable data practices in my organization?

To create more equitable data practices, start by conducting a data audit to identify potential biases and areas for improvement. Engage with diverse stakeholders, use transparent algorithms, and regularly monitor and evaluate the effectiveness of your data practices.

What are some best practices for implementing equitable data practices?

Best practices for implementing equitable data practices include conducting regular data audits, engaging with diverse stakeholders, using transparent algorithms, and regularly monitoring and evaluating the effectiveness of your data practices.