On behalf of the Fayette County NAACP 560-A
Diversity, Equity, and Inclusion (DEI) are not just principles to be acknowledged in February during Black History Month—they are the building blocks of a stronger, more unified nation. The true essence of DEI is not division but collaboration. It is not about elevating one group at the expense of another but ensuring that every person, regardless of background, has an opportunity to contribute and thrive. When embraced in its truest form, DEI fosters a culture of excellence, innovation, and shared prosperity.
At the Fayette County NAACP, we believe that DEI is about recognizing and valuing the contributions of all people who have helped build this great nation. It honors the sacrifices and achievements of those who paved the way—whether through civil rights advocacy, business innovation, military service, or community leadership. It also ensures that every voice, from every corner of our society, has a seat at the table.
DEI: A Unifying Force, Not a Divisive One
In recent years, the term “DEI” has been politicized and, at times, mischaracterized. Some have framed it as a concept that sows division, but this could not be further from the truth. DEI is not about exclusion—it is about inclusion. It does not seek to erase history but rather to tell a fuller, more accurate story of America’s past and present. It does not diminish opportunity for some; it expands opportunity for all.
Peer-Reviewed Evidence on DEI’s Positive Impact
- Inclusive Workplaces Drive Success: A study published in the Harvard Business Review found that organizations with inclusive leadership were 70% more likely to capture new markets, leading to greater business performance and financial success (Bourke & Espedido, 2019).
- Diversity Increases Innovation: Research in The Academy of Management Journal showed that diverse teams were 35% more innovative than homogenous teams, resulting in better problem-solving and decision-making outcomes (Phillips, Kim-Jun, & Shim, 2020).
- Equity Strengthens Economic Growth: A report from the McKinsey Global Institute estimated that closing racial and gender gaps in the workforce could add up to $12 trillion to global GDP by 2025 (McKinsey & Company, 2020).
- Inclusion Improves Educational Outcomes: The American Educational Research Journal found that students from diverse learning environments demonstrated higher levels of critical thinking and civic engagement compared to those in non-diverse settings (Gurin et al., 2013).
The Benefits of Embracing DEI
The impact of DEI is evident across every sector of society:
Stronger Businesses
Companies that prioritize DEI not only create fairer workplaces but also outperform their competitors. A Deloitte Insights report found that organizations with inclusive cultures were twice as likely to meet or exceed financial targets, six times more likely to be innovative, and eight times more likely to achieve better business outcomes (Bersin, 2021).
More Effective Education
A diverse and inclusive curriculum benefits all students. Research from The Journal of Higher Education indicates that students in diverse educational settings are more engaged and perform better academically, particularly in critical thinking and problem-solving skills (Hurtado, Alvarado, & Guillermo-Wann, 2015).
Healthier Communities
Equitable access to resources—such as healthcare, education, and economic opportunities—ensures that all citizens can contribute to the success of their communities. The Journal of Health and Social Behavior found that racial and economic disparities in healthcare access contribute to higher mortality rates, while inclusive health policies improve community well-being and economic stability (Williams & Mohammed, 2013).
A More United Nation
America’s greatest achievements—from advancements in science and technology to triumphs in social justice—have come from the collective efforts of diverse individuals working together toward a common goal. A Stanford Social Innovation Review study showed that communities embracing DEI principles were more resilient in economic downturns and had stronger social cohesion (Putnam, 2016).
Building Together, 365 Days a Year
Black History Month is a time for celebration, reflection, and education. But the principles it highlights should not be confined to February. The contributions of African Americans—and the contributions of all people who have shaped our nation—deserve recognition every day of the year. Similarly, our commitment to diversity, equity, and inclusion should not be seasonal. It must be an ongoing effort woven into the fabric of our daily lives.
The Fayette County NAACP stands firm in its belief that a truly inclusive society is one where every person is valued, respected, and given the opportunity to succeed. We encourage our community to embrace these values—not as a response to trends or mandates, but because they make us better.
Let us move forward together, recognizing that America’s strength lies in its diversity. Let us champion equity, ensuring that barriers to success are dismantled for all. Let us foster inclusion, knowing that when we work as one team, we all win.
DEI is not a slogan. It is not a policy. It is a promise—a promise that we can build a future where every person, regardless of race, background, or belief, has the opportunity to contribute to the greatness of our shared story.
This is not just a commitment for February. It is our mission for every day of the year.
References
- Bersin, J. (2021). “The Business Case for Diversity: Why Inclusion Matters.” Deloitte Insights.
- Bourke, J., & Espedido, A. (2019). “Why Inclusive Leaders Are Good for Organizations, and How to Become One.” Harvard Business Review.
- Gurin, P., Dey, E. L., Hurtado, S., & Gurin, G. (2013). “Diversity and Higher Education: Theory and Impact on Educational Outcomes.” American Educational Research Journal.
- Hurtado, S., Alvarado, A., & Guillermo-Wann, C. (2015). “The Benefits of Campus Diversity for All Students.” The Journal of Higher Education.
- McKinsey & Company. (2020). “Diversity Wins: How Inclusion Matters.” McKinsey Global Institute Report.
- Phillips, K. W., Kim-Jun, S. Y., & Shim, S. H. (2020). “The Effects of Diversity on Innovation: Insights from Teams and Organizations.” Academy of Management Journal.
- Putnam, R. D. (2016). “Our Kids: The American Dream in Crisis.” Stanford Social Innovation Review.
- Williams, D. R., & Mohammed, S. A. (2013). “Racism and Health I: Pathways and Scientific Evidence.” Journal of Health and Social Behavior.
Diversity is an argument forwarded by those who can’t compete based on merit.
Sorry, just my less than humble opinion, but I’m standing by it.
Whatever noble idea may have started the DEI movement, it is now a dying vestige of woke mind control and divisive preferences in organizations.
Diversity is not a strength of a sports team, military unit or company culture. Unity of purpose and a shared humanity is.
Equity, while sounding similar to equality, is not equality’s equal shot at success for all. Equity is a “put your thumb on the scales” part of DEI that requires equal outcomes based only on demographics, where “oppressed” groups get preferential hiring and promotion, scholarships, special funding, recognition days, etc.
Inclusion is one part of DEI that has merit. If DEI was about bringing people together and treating them with respect, we’d be good.
Unfortunately, as practiced in DEI, inclusion means that a small minority requires everyone else to “celebrate” every sexual preference or psychological hangup (You must address me with MY pronouns!), and to use ever-changing politically-correct thought and speech.
Instead of DEI, how about we focus on self-reliance, stable families and education to lift our community and country?
I’d disagree with your comment that diversity is not a strength of a sports team, military unit or company culture. And I’d argue it with the fact that this country is indeed a better one because of its diversity. Imagine a basketball team with all shooting guards or a football team with all linebackers.
Now a unity of purpose as you mentioned I do agree with for it’s in our very own “United States” of America in its standing and its purpose. And I view equity just as it defined in the dictionary … “the quality of being fair and impartial” or “equity of treatment,” not the Project 2025 definition.
Doon – Your analogy makes no sense. Did the Philadelphia Eagles win the Super Bowl or the Boston Celtics win the 2024 NBA Championship because they were more “diverse” than the other teams? Of course not.
The definition of equity you have cited is not the social justice / DEI definition. The DEI definition of equity is one of finding disparities in outcomes and then rigging the process to get the desired outcome.
Two examples we should all remember: Joe Biden promised to appoint a black female to the Supreme Court if he was elected in 2020, and we got Kitanji Brown Jackson. Was she the best qualified? Hard to say yes, since 90%+ of the population was excluded, and she doesn’t know what a woman is.
The other example is Kamala Harris declaring that federal relief funds after Hurricane Ian would be distributed based on “equity”. “It is our lowest income communities and our communities of color that are most impacted by these extreme conditions,” she said during the Democratic National Committee’s Women’s Leadership Forum.
“We have to address this in a way that is about giving resources based on equity, understanding that we fight for equality, but we also need to fight for equity,” she added. NY Post 10/1/22
Bonus example: Biden’s American Rescue Plan Act in 2021 paid off up to 120 percent of the loans given to farmers or ranchers who were considered “socially disadvantaged” (ie not white). The program didn’t consider the financial status of applicants — just their race.
This is the woke rot that DEI and a hyper-focus on diversity for diversity’s sake has given us. It’s far past time to end DEI and all of its woke cousins that seek to divide us and to control our speech and thought.
I’m with you, Penny. It’s so much simpler to etch a sketch history. Who needs any “woke” complicated explanations? Back when America was great, everyone knew exactly where his place was: where he could sit on the bus, which seat he could have in the theater, and which water fountain he could drink from. Behind our great leader, we are reverting to Eisenhower America as fast as we can.
MAGA and Fox forever!
Step away from the 60s, STF. You need to get out more. Times have changed, and only a few old liberal dinosaurs, race hustlers and DEI consultants believe our country is still like that.
DEI is the only systemic discriminatory practice we have left. Thankfully, it is dying a swift death in most organizations.
Don’t worry, Penny. I only watch Fox News, so I know how happy we all were back in Eisenhower’s day when we all knew our places, the women were subservient, and the closets were full of people. I’m so glad we are making America so great again.
Like you, I am so proud!
02. Doon makes perfect sense. It appears your concern with diversity is the Democratic Party’s and other political organizations’ application of diversity. I can appreciate that. It’s too much like affirmative action. There may have been a time for affirmative action, but that no longer seems to be appropriate in regard to equity or fairness. Great football and basketball teams display an extraordinary amount of diversity with coaching and leadership bringing out the best of so many different talents focusing on a single goal or purpose. I didn’t watch the Super Bowl. However, I did a bit of research after reading your post. The Philadelphia team seemed to bring together multiple skills (diverse) to execute different (diverse) defensive tactics against a preconditioned Kansas City offense that was centered around a couple of dominant players.
Doug – 100% I am speaking exclusively about the way a benign concept like diversity has been twisted into a system of discrimination for whomever progressives’ view as most deserving.
And contrary to the way STF misunderstands DEI, it’s not just straight white males that get hosed. The best-qualified Supreme Court Justice candidate might have been someone in any other demographic than black female, but Biden decided to exclude all of them.
No, Doon made no sense. We could have a diversity of tables in a room, but so what? The issue at hand is all about how DEI prefers certain races, females, sex choices, etc , and how many of each demographic a business, team or government agency “needs” to be “diverse”.
My BLUF (Bottom Line Up Front) is no government (or public owned) entity shall give any persons or group of persons benefit, or opportunity, over any other persons or group of persons. I agree with much that you say (terminology, as does language, often changes with time and application), but I also agree with Doon, diversity creates stronger bonds when applied to common objectives, goals and objects. The problems with governmental (and other public entities) disbursing benefits revolve around determining qualifications (e.g., not everyone is qualified to be an astronaut). One can too easily weaken an object or organization composed of diversified elements with external or internal contamination (unqualified people), disruptions, and/or distractions. For clarity, I consider a dominant jerk as unqualified.
Almost very “reference ” material used in this opinion piece is less than 10 years old and all were written during one of the most liberal and failed cultural experiments in our history…Woke.
I prefer the wisdom of generational time spans and actionable outcomes (because I was also once young, dumb and with no real-life experience) …that is why I generally told the Woke folks I have known that I would check back in 5 years and see how things worked out.
The Declaration of Independence, The Constitution and Bill of Rights are the time proven DEI documents I believe in.
You may choose for yourself.
I understand and appreciate the “wisdom of generational time spans.” I also appreciate a corollary to it, “You can’t teach an old dog new tricks.” I am trying to continue to learn.
Vics – I agree. Mr Pratt includes many theoretical references, including the McKinsey study on DEI in business, but he left out one very important detail.
The McKinsey diversity study is rotten, academically-speaking. Debunked.
“Academic research, however, is less clear on whether there is any relationship between diverse leadership and company profits—let alone a causal one. (Researchers) applied McKinsey’s approach to companies in the S&P 500 index, and did not find a link between racial and ethnic diversity and financial performance.” “Is McKinsey wrong about the financial benefits of diversity?” Sarah Todd in Quartz; 7/29/21
See also: “Diversity Was Supposed to Make Us Rich. Not So Much.” New research questions the methodology of a McKinsey study that helped create widespread belief that diversity is good for profits. James Mackintosh in Wall Street Journal; 6/28/24.
We would all be wise to remember that correlation is not causality.
Thank you for thoughtful dive into DEI and reality.
McKinsey was not only putting out bad advice and recommendations, but they did also not apply DEI into their own organization’s upper management. I believe their DEI analysis was slanted to simply jump on the DEI marketing bandwagon.
@STF, your comments lead me to believe you have a chip on your shoulder. The era of Jim Crow laws is long past. It’s time to live in the present.
If you are good at what you do, you don’t need a DEI component to the equation.
I could not disagree more strongly with Kevin Pratt. DEI, affirmative action, and political correctness are initiatives that promote societal mediocrity. What a relief for all Americans that DEI has gone out of vogue. It’s time to raise our standards.
You tell ’em Mom! White folks have been systematically discriminated against since America’s founding (especially the males), and it’s about time we gave those of the Caucasian persuasion at least an equal chance at a slice of the American pie. I’m with all of the downtrodden white guys!
STF – your virtue-signalling is on point. Definitely, we should overlook content of character and just reward someone for checking a box……in fact I think Dr. King even mentioned that – I have a dream that one day my people will get preferential treatment NOT because of the content of their character but because of the color of their skin, or their political affiliation, or because their great grandparent was 1/4 native american. In fact – I think you should lead by example on this. Put your money where your mouth is….why don’t YOU start up a scholarship fund for some “oppressed” group of your choice, and liquidate your assets to endow this scholarship for perpetuity? You would get so much more respect and admiration from the DEI community if you did.
What’s wrong, Wing – I was agreeing with the MAGA-verse. Like our revered orange god, we can all be successful when we inherit millions of dollars from our parents. That is what Trump-world calls merit, and I’m all in.
Anyone who chooses the wrong parents and ancestors deserves their plight. How short-sighted of them. Like you, I will not stoop one inch to offer any assistance. That is the definition of Marxism, and it’s just unamerican!
SCOTUS spoke loud and clear on this issue in 2023. Affirmative action, or you can call it DEI, initiatives violate the 14th amendment. We are a nation of laws. Affirmative action lowered the bar for everyone. We are living with the repercussions. Just look at our broken education system. Time to raise the standards for all.
Right you are Mom. We would never want to give a place in our cherished institutions to “those people.” It just makes me want to “crow,” doesn’t it do the same for you?
DEI is not Affirmative Action like many are led to believe, which was a policy based upon Civil Rights laws in the 1960s that gave preferences to certain groups (like minorities, handicap, etc.) even if others were more qualified.
DEI on the other hand is a broader aim to create a workplace where everyone feels included, is valued and is respected. It offers access as well to all, like yes; we can put down a ramp for you and your wheelchair so that you can get into work easily like the rest of us.
Gee, I wonder what (Mom’s) raised-standards are, the one’s moving away from so-called “societal mediocrity?” As in go on the street corner with your wheelchair Mr. Vet and sell pencils out of a tin cup?
I believe you have confused DEI with the Americans with Disabilities Act.
Mom, ADA is a civil rights law that protects those with disabilities against discrimination. DEI is an initiative, not a law. One of the underlying initiatives within (DEI) is accessibility, even those with disabilities. It is an integral part of the inclusion process, as well as lending itself to the diversity and equitable mix too. DEI is not just race and gender specifics, but it’s about fair and equal access, including opportunities for all Americans.
I appreciate diversity for the ideas, experiences, and talents it brings to the table. I appreciate equity for the investment made by all who participate. I appreciate inclusion because even I can share in the hopes, dreams and endeavors of my fellow humankind. However, I cannot appreciate any organization or initiative that promotes one group of people over another like the NAACP or “Black History Month.” Its time has passed. By law, public education, and voluntary assimilation, DEI is incorporated into our society; we live together. As a NAACP leader and spokesperson, you continue contributing to a “Samaritan’s dilemma.” Why do you think Humpty-Dumpty was politically successful? Thanks a (stinking) lot! – Doug Tucker (WASP)
Imagine what could be, unburdened by what has been.