Are today’s common DEI best practices actually creating equity—or just checking a box? This post breaks down 8 outdated approaches and offers better alternatives rooted in connection, accountability, and real organizational change.

The term “DEI” carries more weight than ever—and not all of it good. I’ve wrestled with whether to walk away from the label altogether. Here’s why I’m staying—and how I’m reclaiming the work beyond the acronym.

For DEI efforts to create lasting change, they must go beyond policies and metrics—trust, empathy, and accountability are the foundation of real inclusion. These three principles transform DEI from a compliance-driven obligation into a relationship-based approach that fosters true equity. Learn how these elements work together in Relational DEI and get a sneak peek at the full framework coming soon.

Resistance to DEI is often rooted in fear, misinformation, or change fatigue. Instead of seeing pushback as a barrier, a relational approach rooted in empathy can foster trust and transformation.

Human connection is the missing piece in workplace DEI. Trust, psychological safety, and empathy are essential for building an inclusive culture where equity thrives. Discover how relationships drive lasting cultural transformation.

Traditional DEI efforts often focus on metrics and policies, but they miss a critical component: relationships. Learn why trust, empathy, and connection are the keys to fostering lasting equity and inclusion.

If we’re fighting for DEI but only fighting—without learning how to reach those outside the pro-DEI 'choir'—what are we truly accomplishing? It’s time to move beyond conflict and focus on connection, understanding, and cultural transformation.