Diversity, equity, and inclusion (DEI) programs have recently come under attack in the U.S. These challenges have surfaced across state legislatures, college campuses, and now within the federal government. Critics argue that DEI programs prioritize identity over merit and fairness and are a waste of money for businesses. As a staff, we strongly disagree with these claims.

Shortly after being sworn in as President, Donald Trump initiated a push to dismantle DEI policies, issuing an executive order titled Ending Radical and Wasteful Government DEI Programs and Preferencing. The order prohibits the federal government from considering “environmental justice programs,” “equity initiatives,” and DEI considerations in hiring decisions.

Since the executive order was released, numerous companies in America’s economy, including Walmart (the largest employer in the country), PBS, Disney+, Target, and Google, have scaled back their DEI efforts.

But what exactly is DEI, and what are the implications of removing it from the workplace? Diversity involves including individuals from various backgrounds, identities, and experiences. Equity focuses on ensuring fair treatment, access, and opportunities for all. Inclusion means creating environments where people feel welcomed and valued, with opportunities to contribute fully.

DEI programs began in the 1960s as part of the Civil Rights Act of 1964, which aimed to combat discrimination based on gender, sexual orientation, race, disability, and religion. While DEI is often viewed as primarily focused on race, its initiatives are designed to uplift all marginalized groups. Essentially, anyone who isn’t a non-disabled, straight, white man would be directly impacted by the elimination of DEI programs.

Examples of DEI initiatives include providing dedicated breastfeeding spaces for nursing mothers, flexible work schedules for families, maternity leave, equal pay, accessibility, and, of course, diverse hiring practices.

Diverse hiring practices often spark controversy. Some view them as preferential treatment based on race, but this is a misunderstanding. Diverse hiring doesn’t mean hiring someone because of their race; it means opening doors for people who may not have the same connections in certain industries. It’s about making an effort to seek out new perspectives and ideas and ensuring that all members of society have a chance to contribute.

According to a McKinsey study, companies in the top quartile for gender diversity on their boards of directors are 27% more likely to outperform financially than those in the bottom quartile. This makes sense: when companies make an effort to include everyone, they relate more to a broader audience. DEI programs have also increased women’s representation in corporate management, with women now holding 29% of C-suite positions, up from 17% in 2015. If companies that embrace DEI initiatives are more successful and better serve the public, why do some people oppose them? 

This fall, members of our Ahlahasa staff and a Tiger Vision member attended the JEA National Journalism Convention in Philadelphia and earned a DEI certification. Through classes and self-education, we learned about the importance of creating spaces where every student feels seen, heard, and respected. 

Some of those classes included education on the proper language to use while writing, a film screening of “A Choice of Weapons: Inspired by Gordan Parks” and a session about the importance of a DEI statement and how to write one yourself. As a staff, we support DEI initiatives, and you can read our DEI statement on our website.

As stated in our mission: “Ahlahasa will always be a platform where diversity is celebrated, equity is prioritized, and everyone can find a place to belong.”