The Truth About DEI: Why It Still Matters in Business and Beyond
There’s a movement happening right now to abolish Diversity, Equity, and Inclusion (DEI) policies. When I first saw this, it hit me like a gut punch. I had to take a step back and ask: How did we get here?
We’ve heard all the soundbites—DEI is about race, DEI is about sexual orientation. But the truth is, DEI is about opportunity. It’s about fairness. And if you think you haven’t benefited from it, think again.
I know I have. And today, I want to talk about why we can’t afford to lose it.
How We Got Here: A Brief History of DEI
The push for diversity, equity, and inclusion didn’t just appear overnight. It was built on decades of progress:
1964: The Civil Rights Act made it illegal to discriminate based on race, gender, religion, or national origin in the workplace.
1970s-80s: Affirmative Action created new opportunities for underrepresented groups.
1990s: The Rise of Inclusion & Pay Equity – This era introduced the idea that fairness wasn’t just about hiring; it was about wages, promotions, and workplace culture.
Here’s what’s shocking: Until the 1980s, women couldn’t even get a credit card or a loan without a male co-signer. Without DEI-driven policies, women wouldn’t have a place in the workforce—let alone in leadership.
My DEI Story: How It Changed My Career
I want to share something personal with you. I’m a white woman from a privileged background. I was raised in a middle-class Northern California suburb. By all accounts, I had opportunities.
And yet, DEI changed my life.
In 2016, I was working in financial services—a field overwhelmingly dominated by white men. I was a middle manager, climbing the ranks through hard work and determination. Then, something happened.
Our company had a DEI requirement stating that a certain percentage of executives needed to be women. And when they looked at the org chart, they realized they had a problem—there were no women.
They needed just one woman to qualify for their executive bonus payout.
That woman was me.
Let me be clear: I was already doing executive-level work. I was leading high-stakes projects. I had the expertise. But without DEI, I never would have been considered.
For the next five years, I saw firsthand how these policies worked. When leadership tried to remove me, they couldn’t—because they needed a woman in that seat. Eventually, they replaced me with another woman just to keep the optics right.
Was it frustrating? Yes.
Was it flawed? Absolutely.
But did it open doors for me that would have otherwise been closed? Without a doubt.
DEI Isn’t Just a Buzzword—It’s Good for Business
I get it. Some people think DEI is just about “checking boxes.” But here’s the reality: Businesses that prioritize DEI outperform those that don’t.
The Business Case for DEI
✅ Higher Productivity: Diverse teams bring different perspectives, leading to better problem-solving.
✅ Stronger Employee Retention: Employees are more likely to stay at a company where they feel valued and included.
✅ Better Brand Reputation: Customers support businesses that align with their values.
Companies that embrace DEI aren’t just doing the right thing—they’re making smart business decisions.
Why Eliminating DEI is Dangerous
Some people argue that we don’t need DEI anymore—that we’ve “fixed” workplace inequality. But that’s simply not true.
If DEI disappears, here’s what happens:
❌ Women and minorities will have fewer opportunities to advance.
❌ Pay gaps will widen again.
❌ Businesses will struggle to attract younger generations, who expect diverse, inclusive workplaces.
And let’s talk about Gen Z.
The younger workforce has grown up expecting workplace diversity. They assume companies will have fair hiring, pay, and inclusion practices. If businesses start rolling back DEI, they’ll have a hard time recruiting and retaining young talent.
Simply put, eliminating DEI isn’t just bad for workers—it’s bad for business.
What Can You Do?
Even if policies change, business owners still have power. Here’s how you can keep the spirit of DEI alive:
🔹 Commit to Fair Hiring Practices – Make diversity a priority in recruitment.
🔹 Review Pay Equity – Close the gender and racial pay gaps.
🔹 Create an Inclusive Workplace – Foster a culture where employees of all backgrounds feel valued.
Final Thoughts: This Fight Isn’t Over
DEI isn’t a radical idea. It’s not about favoring one group over another. It’s about making sure opportunities are available to everyone.
If you’ve ever had a job opportunity, a promotion, or a fair shot at success—you’ve benefited from DEI.
And now, we have a choice. Do we sit back and let these policies disappear? Or do we speak up and fight for the future of fairness in business?
For me, the choice is clear.
Join the Conversation
📩 Sign up for my newsletter – Stay informed on how political and economic changes impact your business.
📲 Follow me on Instagram – @melissa_franks
📞 Call your representatives – Your voice matters in shaping the future of DEI policies.
Together, we can ensure that DEI remains a part of our workplaces, businesses, and communities. Let’s keep fighting.
