Diversity, Equity, and Inclusion—often shortened to DEI—has become a familiar term in schools, companies, and government spaces across the United States.

But it wasn’t always part of the conversation. DEI was created to solve a very real problem: unequal access to opportunity.

Its purpose was never to divide people or check a box. It was meant to open doors that had been closed for a long time.

In recent years, DEI programs have grown rapidly. But so has the criticism.

Some believe these efforts go too far. Others feel they don’t go far enough.

In some states, DEI offices have even been shut down.

To understand why DEI is being questioned now, we need to look at where it started, what it was trying to fix, and how it has changed over time.

Why DEI Was Created

The roots of DEI go back to the 1960s, during the Civil Rights Movement.

At that time, the United States was still deeply segregated. Discrimination in hiring, housing, education, and public life was legal in many places.

Key legislative milestones:

• Civil Rights Act of 1964 outlawed discrimination based on race, color, religion, sex, or national origin (U.S. Equal Employment Opportunity Commission, 2021).

• Executive Order 11246 (1965) required federal contractors to take affirmative action in hiring (U.S. Department of Labor, 2023).

• Title IX of the Education Amendments of 1972 expanded protections to education and gender equality.

These efforts focused on:

• Increasing access to jobs and education

• Addressing systemic racism and sexism

• Creating accountability for discriminatory practices

DEI wasn't about preference. It was about correcting a long-standing imbalance and ensuring fair treatment.

How DEI Evolved Over Time

In the decades that followed, DEI grew beyond compliance.

1980s-1990s: The Business Case for Diversity

• Companies began investing in internal DEI training

• Focus shifted to "managing diversity" to improve team performance

• Cultural sensitivity and anti-harassment programs became common (Thomas, 1990)

2000s-2010s: Expanding the Definition

• Inclusion efforts extended to LGBTQ+, disability, neurodiversity, and religious identities

• Concepts like "belonging," "psychological safety," and "inclusive leadership" gained traction

• Employee Resource Groups (ERGs) became a standard tool for internal advocacy

2020: The Catalyst Year

• The murder of George Floyd led to widespread protests and a racial justice reckoning

• Over 60% of Fortune 1000 companies issued DEI statements or increased DEI budgets (McKinsey, 2020)

• Organizations launched racial equity audits and hired Chief Diversity Officers

The Backlash Against DEI

In the 2020s, DEI programs started facing new challenges, including:

Legal and Political Pressure

• Some states passed laws to limit DEI offices in public universities and government agencies (Chronicle of Higher Education, 2023)

• Supreme Court ruling in Students for Fair Admissions v. Harvard (2023) overturned race-conscious admissions policies

Cultural Criticism

• Claims of "reverse discrimination" and "political correctness gone too far"

• Growing perception that DEI enforces ideology instead of encouraging dialogue

• Corporate fatigue around performative allyship and lack of results

Internal Pushback

• Employees reporting that DEI feels top-down, unclear, or non-inclusive

• Confusion over what DEI means in practice, especially for white employees or men

Why DEI Still Matters

Despite the criticism, DEI continues to address urgent and measurable gaps:

Persistent Inequities

• Women and BIPOC professionals still earn less on average (Pew Research Center, 2023)

• Disabled individuals face 2x the unemployment rate compared to non-disabled peers (U.S. Bureau of Labor Statistics, 2024)

• Only 6% of Fortune 500 CEOs are women, and less than 2% are Black or Hispanic men (Fortune, 2024)

Business Value

• Diverse teams are 35% more likely to outperform peers (McKinsey & Company, 2015)

• Inclusive cultures reduce turnover and improve employee engagement (Deloitte, 2021)

Moral Imperative

• DEI is rooted in human dignity, fairness, and opportunity

• It builds workplaces that reflect the real world and treat people equitably

Looking Ahead

The future of DEI depends on moving past slogans and into substance. That means:

• Focusing on data: Measuring impact, not just effort

• Engaging all voices: Including those who feel uncertain or left out

• Building long-term trust: Not short-term optics

The goal is not to silence disagreement, but to create space for learning. When done well, DEI is not about division. It is about creating systems where everyone can succeed.

How Diversity.com Supports Inclusion and Safe Workplaces

At Diversity.com, we know true inclusion is more urgent than ever. Outdated systems and new legislation should never stand in the way of opportunity or safety.

We are committed to helping job seekers and employers connect in a space built on authenticity, respect, and real DEI leadership.

As the leading DEI job board, we provide the tools and resources you need to navigate today’s challenges and build a future where everyone belongs.

For Employers & HR Leaders:

✔ Post LGBTQ-Inclusive Job Listings — Reach a diverse, talented pool of candidates and show your commitment to workplace equality—even in challenging times.

✔ Access Up-to-Date DEI Resources — Get the latest guidance on responding to new state laws, updating your policies, and supporting all employees with confidence.

✔ Build a Resilient Community — Connect with other professionals facing similar challenges, share strategies, and lead the way on real inclusion.

For Job Seekers:

✔ Find Safe and Inclusive Employers — Explore organizations actively supporting inclusion, even as laws and climates shift.

✔ Strengthen Your Profile — Showcase your experiences and find employers who value diversity, equity, and your authentic self.

✔ Stay Informed & Empowered — Access timely articles and resources about your rights, workplace safety, and strategies for thriving—no matter where you work.

We believe every job search and every hire can help create safer, more inclusive workplaces.

Ready to take action? Start building with Diversity.com.

If you have any questions or need assistance, feel free to Contact Us Here. Our dedicated support team is ready to help!

Related Articles

• Debunking the Myth: DEI Doesn’t Mean Lowering Hiring Standards

• Why Is DEI Under Attack? Understanding the Current Backlash

• Real DEI in Action: Case Studies from the Workplace And What Changed in 2025

• Is DEI Still Relevant in 2025? Here’s Why the Answer Is Yes

• The Silent Retreat: Understanding the Decline of DEI Roles in Corporate America

Sources & References

• Deloitte. (2021). Diversity, equity, and inclusion: The fundamentals. https://www2.deloitte.com

• Fortune. (2024). 2024 Fortune 500 CEO demographics. https://fortune.com

• McKinsey & Company. (2015). Diversity Matters. https://www.mckinsey.com

• McKinsey & Company. (2020). Diversity Wins: How inclusion matters. https://www.mckinsey.com

• Pew Research Center. (2023). Gender pay gap in 2023. https://www.pewresearch.org

• Thomas, D. A. (1990). The impact of diversity on organizations. Harvard Business Review.

• U.S. Bureau of Labor Statistics. (2024). Persons with a disability: Labor force characteristics. https://www.bls.gov

• U.S. Department of Labor. (2023). Executive Order 11246. https://www.dol.gov

• U.S. Equal Employment Opportunity Commission. (2021). Title VII of the Civil Rights Act of 1964. https://www.eeoc.gov

• The Chronicle of Higher Education. (2023). Tracking the DEI legislation wave. https://www.chronicle.com