In recent years, Diversity, Equity, and Inclusion have become widely discussed topics. Still, there’s a lot of confusion about what Diversity, Equity, and Inclusion genuinely mean and what they aim to achieve. Unfortunately, much of the conversation has become politicized, and as with many complex issues, it can be easy to misinterpret the facts. At BCTRHT, we believe it’s crucial to understand Diversity, Equity, and Inclusion from its core before forming opinions, so we’re taking this opportunity to unpack its value and address some of the widespread misconceptions. We intentionally avoid using the acronym “DEI,” as it can diminish the intention behind these words—there is so much more to these concepts than a simple set of initials can convey.
Diversity, Equity, and Inclusion was created to address systemic inequities that historically marginalized certain groups of people. However, a growing narrative suggests that Diversity, Equity, and Inclusion seeks to take opportunities away from one group to benefit another. Not only is this not true, and we will talk more about that in detail shortly, but it's also harmful as it creates division and unwarranted generalizations, feeding into the "us vs. them" mindset. The myths outlined below are examples of this harmful narrative. It’s important to remember that Diversity, Equity, and Inclusion is a relatively new framework, and like any evolving initiative, its implementation is still a work in progress. While there may be occasional missteps along the way, these provide opportunities to learn, improve, and continue making progress toward a more equitable society.
Myths About Diversity, Equity, and Inclusion
Several misconceptions about Diversity, Equity, and Inclusion form the false narratives we often see being weaponized in the media. Here’s a breakdown of some of the most harmful myths:
Myth #1: Unqualified people get jobs and promotions because of their identity, not their skills.
Reality: Qualified individuals from marginalized communities have often been overlooked due to biases in hiring processes. Terms like “cultural fit” have sometimes obscured a preference for people with similar backgrounds or life experiences. Diversity, Equity, and Inclusion initiatives work to recognize and address these unconscious biases, ensuring that the most qualified candidates—regardless of their identity—are given fair opportunities.
Myth #2: Diversity, Equity, and Inclusion is just about meeting quotas.
Reality: Diversity is essential to Diversity, Equity, and Inclusion, but it’s not about meeting metrics. Diversity, Equity, and Inclusion initiatives focus on removing systemic barriers, addressing disparities, and creating fair opportunities. A diverse team is valuable but only meaningful if the workplace culture is genuinely inclusive and equitable. Bringing diverse individuals into the fold is not enough if they don’t feel welcomed, respected, or heard. Diversity, Equity, and Inclusion aim to create a work environment where everyone can contribute their perspectives fully.
Myth #3: Diversity, Equity, and Inclusion is reverse discrimination.
Reality: The misconception that Diversity, Equity, and Inclusion represents reverse discrimination comes from the belief that it takes opportunities away from those in power. In fact, Diversity, Equity, and Inclusion are about ensuring that everyone, especially those who have been historically marginalized, has an equal opportunity to succeed. It’s not about punishing one group; it’s about creating a level playing field for all individuals. It's also not about shifting who is on top or who holds the power. Diversity, Equity, and Inclusion are about providing people with equal access to decisions, representation, and opportunities. The notion of shifting the balance of power is a tactic used to make people feel they are losing something when, in fact, they are gaining more diverse perspectives, accurate representation of their needs, and a stronger sense of community.
One example is how including Middle Eastern and North African (MENA) groups in the U.S. Census will result in more accurate data for the MENA community and White communities, whose data was previously diluted by the unique characteristics of MENA communities. Advocating for MENA as an ethnic category on the U.S. census benefits all communities—including white communities- by ensuring that data better reflects their needs.
The Impact of Diversity, Equity, and Inclusion
Despite the controversy, diversity, Equity, and Inclusion hold significant potential for positive societal change. When embraced fully, they can transform how we approach education, business, and community development, leading to better outcomes for everyone.
Diversity, Equity, and Inclusion in Education: Diversity, Equity, and Inclusion initiatives in schools help reduce inequalities by ensuring that all students, regardless of background, have access to the resources and opportunities they need to thrive. They also foster social-emotional learning, encouraging students to respect and understand each other’s experiences. This builds stronger critical thinking skills and helps students prepare for success in the classroom and their future careers. The University of California, Los Angeles (UCLA) study on diversity in the classroom (2014) highlighted that diverse educational environments improve academic outcomes, help students develop critical social-emotional skills, and prepare them for success in a globalized workforce.
Diversity, Equity, and Inclusion in the Workplace: By bringing together diverse perspectives, Diversity, Equity, and Inclusion promote innovation, better decision-making, and stronger employee engagement. Google’s Project Aristotle (2015) study found that teams with psychological safety—where individuals feel comfortable taking risks and expressing themselves—are more successful and innovative. When employees feel they belong, it increases job satisfaction, collaboration, and business performance.
Diversity, Equity, and Inclusion in Communities: On a larger scale, Diversity, Equity, and Inclusion helps build stronger, more resilient communities. By encouraging understanding and respect for diverse experiences, Diversity, Equity, and Inclusion reduce prejudice and inequities, leading to greater social cohesion. As a result, economic mobility increases, and people from all walks of life are given more opportunities to succeed, benefiting society altogether. Region Five published an article highlighting multiple studies demonstrating the significant impact of DEI programs on community resilience and economic mobility.
A Call to Action
At BCTRHT, we are committed to adequately embracing Diversity, Equity, and Inclusion to create a community where everyone is valued for their authentic selves and given an equitable chance to succeed. While assessing how Diversity, Equity, and Inclusion initiatives are implemented is essential, we encourage everyone to remain open-minded, seek diverse perspectives, and deepen their understanding of Diversity, Equity, and Inclusion. And remember, while our commitment to this framework as a way of life is steadfast, actualizing it across all areas of life is an ever-evolving process. That’s why it’s crucial to remember that the goal is progress, not perfection. The more we embrace Diversity, Equity, and Inclusion, the more we can all contribute to positive social change that benefits us all.
We invite you to take the next step by attending BCTRHT’s “What is Diversity, Equity, and Inclusion?” Workshop (follow us to stay informed). Join us as we explore these critical topics together and become part of the solution to create a more inclusive, fair, and equitable future. Together, we can build a community where every person is respected, valued, and empowered to succeed.
This is part of a series of informational blogs covering Diversity, Equity and Inclusion.
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