For years, Diversity, Equity, and Inclusion (DEI) has been a focal point in the workplace, but somehow, we got it all wrong. What was meant to be a movement toward fairness and belonging became a checklist—an initiative for optics rather than impact. Today, organizations are grappling with the consequences: disengaged employees, cultures of mistrust, and policies that fall flat because they lack substance.
I remember when someone once suggested I apply for a DEI officer role at a major organization. “You’d be great for that role,” she said with confidence. But I disagreed. Not because I didn’t believe in DEI, but because I didn’t have the background or the expertise. More importantly, at that time in my career, I lacked the lived experience to truly understand what it meant to build inclusive workplaces.
Fast forward to today, and I find myself leading cultural competency classes—not because I suddenly became an expert in DEI, but because I struggled. I struggled to connect, to work effectively with those who were different from me, and to find my place in spaces that weren’t designed with people like me in mind. Those struggles led me to a profound realization: DEI was never just about diversity numbers or one-time training sessions. It was about creating organizations where culture, fairness, and safety thrive.
Where We Missed the Mark
Many organizations focused on representation without addressing inclusion. They prioritized hiring without ensuring fairness in evaluation. They emphasized diversity but overlooked psychological safety—the foundation of true belonging.
Organization culture matters. Inclusion isn’t a policy—it’s a practice. If your workplace culture doesn’t support open conversations, professional growth for all, and a sense of belonging, then no amount of DEI programming will fix the problem.
Fairness in candidate evaluation matters. This isn’t about lowering the bar or giving opportunities where they aren’t earned. It’s about removing bias so that qualified, high-potential individuals are seen, heard, and given a fair chance.
Safety matters. No one does their best work in fear—fear of being judged, dismissed, or undervalued. Psychological safety is the bedrock of innovation, collaboration, and retention. Without it, employees disengage, and organizations suffer.
A Challenge to Every Leader
If these three things are true—if culture, fairness, and safety really matter—then my challenge to leaders is simple: Do what you can with what you have.
You don’t need a million-dollar DEI budget to create a workplace where people feel valued. You don’t need a special initiative to start treating people equitably. And you certainly don’t need a DEI title to take responsibility for shaping your workplace culture.
What you do need is commitment. A commitment to listen, to learn, and to lead by example.
Because it matters. And it always has.
By Dami Odunewu,
Founder and CEO, Purpose Connect