5 Myths About DEI and Why They Don't Hold Up
Diversity, Equity, and Inclusion (DEI) initiatives have become increasingly prominent in work, schools, communities, and government organizations. Yet, the more DEI is emphasized and increases in importance, the more misconceptions pop up. Some of these are harmless, but are myths built on a lack of understanding or discomfort with the subject of DEI itself.
Misinterpretations like these hinder progress in the space, increase resistance to DEI initiatives and, ultimately, perpetuate a culture of inequality within organizations.
With that in mind, we’re tackling common myths about DEI and breaking down why they don’t hold up. Whether you’re a DEI advocate, skeptic, or someone who is simply curious to learn more, we are here to clarify, challenge, and highlight the true value of embracing diversity, equity, and inclusion.
We’re exploring:
Why Are There So Many Misconceptions in the First Place?
DEI initiatives are, without a doubt, complex.
Any programming or training that tackles complicated, long-standing systems, beliefs, and practices is always going to be met with resistance. It’s only natural that, as humans, the more we move away from our comfort zones the more unsettled we feel, and the more we begin to hinder those efforts.
Here are some reasons why misconceptions about DEI exist:
1. Lack of Education and Awareness
If all you’ve ever heard about DEI initiatives is from headlines, your opinion will be swayed one way or another. When going beyond headlines, it can be difficult to gain a full understanding of what DEI consulting, training, and auditing means when it comes to a workplace.
Moving past these surface-level assumptions is a crucial step towards a full understanding of the goals and processes of diversity, equity, and inclusion initiatives. However, without a focus on learning and educating, it’s incredibly easy to get lost in a sea of misinformation.
2. Resistance to Change and Discomfort
Prosci, a global organization focused on advocating for science- and evidence-based change, researched the most resistant groups amongst employees. Their findings indicated that:
Mid-Level Managers were the most resistant to change at 43%.
Front-Line Employees followed at 25%.
The least resistant were Executives and Directors at 11%.
These finds are telling, aren’t they? Front-line employees and mid-level managers are likely the most involved in the day-to-day operations and management of teams, working on the ground level to make sure everything is working efficiently and effectively. Additionally, employees who have been at an organization longer are more likely to resist change because of their comfort with current methods and procedures.
Honestly, these fears make complete sense! No one wants to dive into the unknown at work for a number of reasons - from losing their jobs to less compensation to general insecurity about their abilities and the future.
3. Fears Surrounding DEI
Individuals and organizations may be reluctant to engage in DEI out of fear of “saying the wrong thing” or “getting it wrong”. These notions make individuals hesitant to attend training and consultations. They also perpetuate the belief that DEI is overly complicated and focused more on calling people out or catching them doing something wrong rather than the truth of the matter: to create an equitable environment for everyone.
Myth 1: We’re Already Inclusive Enough
This myth relies on surface-level observations on diversity, and the overall success some organizations may have when it comes to their employees.
For example, a workplace with low turnover, high employee satisfaction, or diverse employees may argue that they are already inclusive enough. However, diversity without equity and inclusion will have inevitable blind spots and systemic, policy, and procedural issues that may go unnoticed.
Additionally, employees from marginalized groups may feel uncomfortable speaking out about any issues they are having because of potential backlash.
That is all to say, success does not equal a perfect organization, nor does it mean that inclusion and equity are felt amongst employees.
What Does Being “Inclusive Enough” Even Mean?
In truth, there isn’t necessarily an “inclusive enough”, and that can be a difficult pill to swallow. Instead, when it comes to diversity, equity, and inclusion, we are working towards specific goals, achievements, and ideals. These include:
✅ Creating an environment where everyone feels respected, empowered, and able to contribute and speak their mind.
✅ The creation of DEI strategies and policies that contribute to an overall safer workplace, with equity and inclusion principles built in.
✅ Diverse perspectives within the decision-making process.
✅ Effective methods of accountability and transparency.
What is the Truth?
By claiming to be “inclusive enough”, you risk complacency in an ever-shifting world. DEI initiatives are not fixed goals, but ongoing commitments that need to be assessed and reassessed, and created with flexibility at the forefront.
Myth 2: DEI Lowers Our Hiring Standards
At the top of many people’s lists of DEI myths and misconceptions is that by focusing on hiring diverse individuals you will recruit unqualified people.
Simply put, the answer is no. In fact, when it comes to hiring and recruiting, we are looking to remove the unconscious and conscious biases that are embedded within hiring panels and job roles.
For Example:
Racialized individuals often feel they have to work “twice as hard” to get to the same place as their white counterparts. More than three-quarters of Black professionals feel that to succeed they must prove themselves by working harder and avoiding mistakes.
What is the Truth?
The goal has never been to hire underqualified candidates. Instead, we aim to build a system where marginalized groups feel represented and have a fair opportunity to compete.
Myth 3: DEI Divides Us
Critics of DEI programming, initiatives, and training often purport that it is discriminatory. The main claim is that DEI uplifts some individuals at the expense of others. If this was truly how DEI worked, it would be understandable to be resistant to promoting it as a concept or providing training.
Why does this myth exist?
Discomfort with Change: DEI can be incredibly challenging for organizations to tackle and for individuals to confront because it draws attention to deeply-rooted biases and inequities.
Polarization: Discourse can reframe DEI as an “us vs. them” issue, which further emphasizes conflict.
Misunderstandings: Common misunderstandings around DEI often cause further divide. For example, that DEI is there to make people feel guilty and/or that they are being blamed.
What is the Truth?
In reality, the goal of DEI is not to create division, but rather address existing inequities. By building understanding and empathy, and embedding collaboration into workplace policies and procedures. DEI training and consulting instead aims to:
Foster Inclusion
Encourage Honest Dialogue
Bridge Gaps Through Trust-Building
Myth 4: Diversity Only Refers to Race
Because of the historical inequalities faced by racially marginalized individuals, many DEI training and offerings are focused on topics of anti-racism. These topics broaden further in some cases, such as discussions or training around anti-Black racism and Islamophobia.
In all likelihood, this myth persists because racial diversity is often highlighted in DEI discussions and in media and public discourse, ignoring other aspects of inclusion.
What is the truth?
The reality is that a significant part of DEI focuses on the intersectionality of marginalized groups and identities.
Myth 5: DEI Initiatives are Not Cost Effective
This myth comes from a fundamental misunderstanding on the scope and short-term costs of DEI. Many organizations view DEI as an expense rather than an investment. And it’s understandable - DEI can be difficult to quantify, particularly in the short-term, which leads to misconceptions about its value financially.
On top of this, when companies are investing in DEI initiatives because they feel obligated or forced, there is often no strategic imperative behind the decision.
Instead, DEI training and initiatives are once or twice a year, and are then forgotten until they are brought up again.
What is the truth?
DEI measures are long-term strategic moves that can be felt over a period of time rather than immediately. To make the most out of your DEI budget, it is best to work on a comprehensive strategy that aligns goals, timelines, milestones, and activity. Through the creation of a detailed plan, your organization will have an easier time achieving success in a variety of interpersonal and interdepartmental areas.
By improving the comfort level of employees, they are naturally more willing to contribute, provide quality work, and engage in ideas. Through DEI initiatives, your organization will benefit from:
A Wider Talent Pool:
Studies show that 83% Gen Z individuals have stated that a prospective employer’s commitment to DEI influences whether or not they will apply for a particular position. As Gen Zs age into becoming the majority of our workforce, it is important to keep this standard in mind.
Additional studies show that 86% of Millennial women consider diversity and inclusion a priority in their workplace, valuing equitable spaces more than ever.
Increased Innovation:
When you are able to hire from a diverse talent pool, you naturally have access to a variety of opinions, perspectives, and ideas. People bring their life experience to their roles, and offer innovative decision-making and new opportunities, with diverse teams leading the way to accelerating change.
It also helps mitigate groupthink, reduces errors, and establish innovative, creative plans that may not have been possible without a diverse workforce.
Stronger Connections:
Building strong relationships is a key part of organizational success. When employees can establish trust, form bonds, and feel welcomed in their environment, they are more likely to work towards a common, purposeful goal.
Debunking Myths for a More Inclusive Future
DEI initiatives are not without challenges or even failures. However, the myths that media, public discourse, politicians, and more craft around it only makes it more likely to encounter resistance and create deeply-rooted misunderstandings.
Addressing misconceptions and exploring the real benefits and realities of DEI is the only way to see it for what it is: a framework designed to embed diversity, equity, and inclusivity, into the workplace and our communities.
So, let’s move past myths. DEI is not a trend or an abstract series of concepts and training initiatives, but a real, measurable investment towards the promise of a better future.
