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The Human Side of DEI: It’s Not Just About Policies, It’s About People

February 01, 2025•3 min read

DEI Beyond Checkboxes

When people hear about Diversity, Equity, and Inclusion (DEI), they often think of corporate policies, training modules, or hiring quotas.

But DEI isn’t just about policies—it’s about real people whose lives are impacted by the environments we create at work and in our communities.

Behind every DEI initiative are stories of belonging, growth, and resilience.

Why DEI Is Personal, Not Just Professional

1. Creating Spaces Where People Feel They Belong

At its core, DEI is about fostering workplaces where individuals don’t have to hide parts of who they are to feel accepted.

When employees feel safe and valued, they’re more engaged, productive, and innovative.

A Gallup (2023) report shows that employees who feel they belong are 56% more engaged at work.

2. Amplifying Voices That Were Overlooked

Historically, many talented individuals were excluded from opportunities because of biases tied to race, gender, disability, or other factors.

DEI initiatives work to amplify underrepresented voices, ensuring that diverse perspectives are heard and valued in decision-making processes.

3. Addressing Systemic Barriers

DEI is not about giving people an advantage—it’s about removing systemic barriers that have historically held them back.

This means identifying inequities in hiring, pay, promotions, and workplace culture and actively working to eliminate them.

Real Stories, Real Impact

Accenture: Through their inclusion programs, employees from marginalized communities have reported greater opportunities for leadership roles, leading to higher job satisfaction and retention (Accenture, 2022).
Salesforce: Their focus on equal pay and inclusive leadership has created a culture where diverse employees feel seen and supported, beyond just policy statements (Salesforce, 2022).
Google: By investing in programs that support neurodiverse individuals, Google has created pathways for talent that might have been overlooked in traditional hiring models (Google, 2023).

Why DEI Fatigue Happens (And How to Reframe It)

Some people experience "DEI fatigue," viewing it as just another corporate initiative. This happens when DEI is treated like a box to check rather than a cultural shift.

The solution? Make DEI personal. Share stories, foster genuine conversations, and focus on real human experiences, not just metrics.