When a new organization calls me, 90% of the time it is because they are grappling with a significant issue: their top talent is leaving faster than they can hire, employees are expressing deep frustration over feeling unheard and unseen, their DEI initiatives are stuck at surface-level changes, or their teams are navigating a culture of mistrust and burnout. These aren’t just growing pains—they’re symptoms of systemic challenges.
Almost always, the first inclination is to ask for a quick fix: “Can you do a workshop on microaggressions? A team building exercise? Maybe some professional development?” And while these may seem like logical first steps, research shows that defaulting to DEI training often falls flat. Without a deeper framework, these efforts can backfire—leaving leaders ill-prepared and employees feeling further marginalized.
The truth is if you’re thinking, “We need some DEI work,” you’re probably right—but it’s probably not what you think it is. Hear me out.
“DEI” has often meant starting with training sessions that focus on correcting specific behaviors, like addressing microaggressions or biases. Then come steps to shift organizational practices—more equitable performance evaluations, hiring practices, and the like. It reflects the old adage: ‘If you know better, you do better.’ But human behavior doesn’t work that way. Bias runs deep, carving pathways in our brains that aren’t easily rewired by knowledge alone. So while these initiatives might deliver short-term wins, they rarely lead to lasting change.
Without a structural framework to address the deeper layers of workplace dynamics, these interventions can do more harm than good. Employees might feel targeted, frustrated, or defensive—common reactions when sensitive topics surface without preparation or support. In worst cases, DEI training risks becoming a ritual that perpetuates tokenization rather than addressing the systemic challenges that perpetuate exclusion.
To drive meaningful and lasting change, companies need a DEI approach rooted in leadership development, strategic integration, and a structured framework that helps individuals relate to and understand each other. Rather than treating DEI as an isolated initiative, it should be woven into the fabric of organizational culture, operations, and leadership.
At the core of a robust DEI strategy is a deep understanding of intersectionality—the way different aspects of an individual’s identity intersect and shape their experiences in the workplace. This concept is essential for addressing systemic inequities and fostering genuine inclusion. Tools like the Doing Intersectionality Deck of Cards can help leaders and teams move from theory to action. By guiding users through assessing power dynamics, validating diverse experiences, co-creating inclusive norms, and challenging harmful narratives, this framework provides both immediate solutions and a mindset for long-term cultural transformation.
A robust framework like this doesn’t just offer tools for interventions; it redefines how organizations think about and approach DEI, moving beyond training sessions and sporadic workshops to a comprehensive strategy that embeds equity and inclusion into every decision and interaction.
Building a culture of belonging requires leaders who can navigate complex conversations around identity, privilege, and power. True DEI work demands leaders willing to confront uncomfortable truths, not just enforce behavioral guidelines.
This approach calls for ongoing professional development, shifting from one-time DEI workshops to continuous leadership growth. Leaders don’t need to be DEI experts, but they must develop the skills to facilitate difficult conversations with empathy and insight. DEI should be woven into strategic decision-making at every level of leadership.
In today’s workforce, organizational culture is a critical driver of success. Companies that foster inclusion and belonging attract top talent—particularly younger employees who prioritize work culture over higher pay. DEI cannot be siloed; it must be integrated into HR, strategy, and operations, with every executive viewing their role through an intersectional lens.
While the political climate presents challenges, DEI is a human imperative. It transcends politics, driving workplaces where every employee feels valued and empowered. Leaders should approach DEI as a holistic strategy, essential for business and community impact.
Programs like the Six Sigma Racial Equity Institute and the Indy Collective Leadership Circle (ICLC), a 10-month leadership development fellowship created by the Indy Equity Collaborative, empower leaders to embed equity into every facet of their organizations. Through ICLC, participants gain practical skills to assess power dynamics, validate diverse experiences, and co-create inclusive norms while cultivating equity-centered leadership strategies. By addressing systemic inequities and fostering cross-sector collaboration, ICLC drives meaningful change that aligns seamlessly with Business Equity for Indy’s mission to create a more inclusive and resilient Indianapolis. Together, these initiatives ensure equitable access is not an afterthought but a foundational commitment—equipping leaders with the insights and support to build a city where everyone has the opportunity to thrive.
