“DEI is not just a buzzword, it’s a call to action to address systemic inequalities and promote fairness and justice in all aspects of our lives.”
Diversity, equity and inclusion, or DEI, has become a catchphrase that represents a commitment to fairness and to tackling racism and exclusionary policies that limit access to resources and opportunities. However, this approach has been framed as illegal, wasteful, immoral and shameful by the Trump administration. Despite this, unfair access to resources and opportunities remains a daily reality in American society.
Consider persistent disparities in housing, education and employment that prevent access to resources and opportunities based on race. These inequalities are also evident in healthcare and the criminal justice system. For instance, African Americans make up approximately 13% of the U.S. population but account for 53% of exonerations after wrongful convictions.
African Americans face systemic barriers to access healthcare, education, nutritious food, stable housing and fair treatment within the justice system. This inequity, according to public health expert David Ansell in his book The Death Gap: How Inequality Kills, creates a “death gap” where systemic barriers to opportunity and well-being shorten lives.
More than a single concept, DEI is comprised of three main components: diversity, equity and inclusion. Each represents unique aims and challenges. Diversity involves the meaningful and intentional inclusion of those who have been historically underrepresented. Equity seeks to address existing inequalities and provide fair access to opportunities and resources. Inclusion is the state of being included within a group in a way that establishes a feeling of being welcomed and respected.
Equity means providing fair access to opportunities and resources for people who might otherwise be excluded. This includes those who have been underrepresented due to historical and contemporary biases. For example, education funding disparities where public schools attended by majority Black and Latino students receive less funding than majority white, affluent schools.
Inclusion is not just about the physical space, but also the cultural and social norms that govern interactions within that space. It’s about creating a sense of belonging and respect among all members of the community.
DEI can broadly benefit society. Consider the examples of DEI initiatives that make everyday life better for everyone, such as automatic doors in grocery stores and sloped sidewalks designed for individuals with physical disabilities. These initiatives demonstrate a commitment to creating inclusive spaces that are accessible to everyone.
However, reducing DEI to a catchphrase can lead to a superficial understanding and application of the concepts. Some organizations incorporate DEI language into their mission statement without committing to deeper changes that promote equity and fairness. In higher education, institutions may promote DEI initiatives while failing to address inequities in access and opportunity among students and faculty.
For instance, 72% of U.S. college and university presidents and 72% of faculty identify as white, despite white adults making up just 60% of the U.S. population. This highlights the need for meaningful policy changes and resource allocation to address inequities in higher education.
Additionally, some organizations hire chief diversity officers without allocating resources or power to enact meaningful policy changes. Such superficial steps toward DEI squander its potential to transform higher education to truly advance diversity, equity and inclusion.
DEI is also susceptible to political manipulation and dismantling. More than 440 anti-diversity, equity and inclusion bills have been introduced in 42 states since the 2023 Supreme Court decision that ended race-conscious college admissions. States such as Florida, Texas and Kentucky have recently introduced policies to dismantle programs aimed at promoting racial and gender equity in education and the workplace.
DEI has become a scapegoat for political and systemic failures. President Donald Trump, for example, blamed diversity, equity and inclusion for a Washington, D.C., plane crash that killed 67 people in January 2025. And Missouri is suing Starbucks, claiming the coffeehouse chain’s DEI policies are increasing wait times for orders.
DEI is not about individual prejudice or emotions. It’s about addressing the systemic historical exclusions of people of color and other underrepresented groups – people who have not had fair and equitable access to resources and opportunities in America. It’s a call to action to address systemic inequalities and promote fairness and justice in all aspects of our lives.
As educators, we are committed to building fair and equitable living and learning opportunities for all students. We believe reducing diversity, equity and inclusion to a catchphrase undermines its importance and purpose to tackle the racism and biases that contribute to unfairness and injustice.
DEI is a critical component of creating a more just and equitable society. It requires a commitment to addressing systemic inequalities and promoting fairness and justice in all aspects of our lives.
