DEI Myths and Misconceptions: What It Is—and What It’s Not

Diversity, equity and inclusion (DEI) is about creating fairer, more inclusive environments—especially in workplaces and institutions. It’s about challenging the systemic barriers that have historically excluded people based on race, gender, class, disability, sexuality and other intersecting identities. That might mean improving accessibility, rethinking recruitment practices, offering leadership opportunities to marginalised staff, or building cultures where people feel safe to show up as themselves.

This work remains deeply necessary. In the US, Black women with advanced degrees earn less on average than white men with just a bachelor’s. In the UK, female board members at FTSE 100 companies earn, on average, 69% less than their male counterparts. Globally, LGBTQ+ employees are more than twice as likely to hide who they are at work. These aren’t abstract ideas — they’re experiences that affect people across under-represented communities every day and it affects mental health, the economy and innovation on a societal level.

DEI is not new. Its roots go back decades, drawing on the civil rights movements of the 1960s and growing through feminist, anti-racist, and disability justice organising. In more recent years, the murder of George Floyd and the global rise of Black Lives Matter created renewed urgency and visibility for this work. As a result, many companies and institutions publicly committed to investing in DEI—through training, policies, hiring practices and more.

But that momentum is under threat. In the wake of rising backlash—particularly in the US—we’re seeing a heap of divisive misinformation. Whether it’s executive orders dismantling workplace protections or companies quietly cutting inclusive hiring programs, the result is the same: progress is being undermined by fear, bad faith arguments, and outright lies.

So let’s talk about what DEI really is — and what it’s not.

❌ Good DEI policies are not about giving unqualified individuals an unfair advantage—they’re about addressing the systemic barriers that have historically excluded underrepresented groups from opportunities. These barriers often prevent talented people from reaching their potential, not because they lack capability, but because the systems in place are biased or inaccessible.

✅ DEI aims to make hiring processes more equitable. Most companies still hire based on merit, but DEI work focuses on removing obstacles like unconscious bias, outdated recruitment methods, or narrow definitions of ‘professionalism’ that tend to favour dominant groups. It’s about creating a level playing field so that qualified candidates from all backgrounds have an equal chance to succeed—not about lowering standards or prioritising one group over another

❌ DEI benefits everyone who faces systemic barriers—including white men from working-class backgrounds, disabled men, and men who’ve experienced economic hardship or trauma.

✅ Many DEI initiatives focus on socioeconomic justice, mental health, and disability access. It’s not about excluding anyone—it’s about understanding the full spectrum of what inequality looks like.

❌ Companies that invest in DEI don’t lower their hiring standards—they improve their processes to attract and retain the best talent.

✅ Diverse teams are consistently shown to perform better, problem-solve more creatively, and drive stronger innovation. DEI expands the talent pool, it doesn’t dilute it. McKinsey **found that companies in the top quartile for ethnic diversity on executive teams were 36% more likely to outperform their peers in profitability.

❌ Not true (when done right). Yes, some companies engage in performative DEI—like changing their—logo for Pride Month while failing to support LGBTQ+ staff.

✅ But genuine DEI work is about structural change. It aims to address real issues like pay equity, inclusive hiring, anti-racism training, trauma-informed leadership, and creating safe working environments for everyone.

❌ The backlash against DEI proves why we still need it — inequality hasn’t magically disappeared.

✅ Women, disabled people, LGBTQ+ folks, and racialised groups still face pay gaps, hiring biases, and barriers to leadership. And now, with government officials and major online platforms giving the greenlight to rhetoric that promotes racism, sexism and transphobia, the need for DEI is more urgent than ever.

As the political landscape grows more fractured and polarised, it’s vital that we return to the core truths that unite us: facts, empathy, and our shared humanity. Diversity, equity, and inclusion aren’t about division or pitting one group against another—it’s about creating environments that are fair, empowered, and richer in ideas by embracing the strength of diverse perspectives.

By holding firm to these principles, we’re laying the groundwork for a future where everyone can thrive.