The DEI Practices That Are Holding Us Back—And What to Do Instead
There’s a growing disconnect between the best practices in DEI and the outcomes they actually produce. Many organizations adopt popular strategies with good intentions—but without deeper reflection, these practices can become performative, limiting, or even harmful.
If we want to move from performative to transformative DEI, we need to challenge the assumptions baked into the most common approaches. Below are eight widely accepted DEI conventions—and the alternative paths that can lead to real, relational, and lasting change.
1. Outdated DEI Training Models
What’s limiting: One-off workshops like unconscious bias training rarely lead to behavior change. They often treat bias as an individual issue, not a structural one.
A better way: Shift to ongoing, experiential learning that includes real-world examples, reflection, and accountability mechanisms. Tie training outcomes to specific organizational metrics like hiring, retention, or pay equity.
2. Over-Reliance on Diversity Dashboards
What’s limiting: Dashboards look good on paper but often obscure deeper issues—like pay gaps, workplace exclusion, or stagnant career advancement.
A better way: Use a mix of quantitative and qualitative data, including exit interviews, employee storytelling, and power audits. Ask not just who’s present—but who has influence, voice, and decision-making authority.
3. Prioritizing Comfort Over Accountability in “Safe Spaces”
What’s limiting: Many spaces labeled as “safe” are structured to avoid conflict, which can reinforce dominant norms and silence necessary discomfort.
A better way: Redefine inclusion to include brave, accountable spaces where discomfort is seen as part of growth. Train facilitators in conflict transformation, not conflict avoidance.
4. DEI as an HR-Only Function
What’s limiting: When DEI is siloed in HR or a single department, it lacks the power to influence core business systems.
A better way: Embed DEI into every business unit—especially operations, finance, and legal. Build cross-functional teams with shared ownership and outcomes, not just top-down messaging.
5. Overemphasis on Cultural Celebrations
What’s limiting: Celebrating heritage months and holidays can feel superficial if not paired with deeper organizational commitments.
A better way: Connect celebration to education and action. For example, a Pride Month post should be paired with updates on benefits, protections, or LGBTQ+ leadership pipelines.
6. Broad Group Labels That Erase Identity Nuance
What’s limiting: Phrases like “underrepresented groups” or “BIPOC” can flatten very different lived experiences.
A better way: Collect and respond to more nuanced identity data—with consent—and avoid one-size-fits-all solutions. Honor intersectionality in both data and program design.
7. Representation Without Power Redistribution
What’s limiting: Increasing visual diversity in leadership doesn’t automatically translate to equity—especially when systems remain unchanged.
A better way: Track who holds power, not just titles. Support new leaders with infrastructure for success—not assimilation pressure. Prioritize sponsorship, influence, and decision-making authority.
8. Cancel Culture Instead of Relational Repair
What’s limiting: Fear of public shaming can silence dialogue and discourage learning. Mistakes become punishable rather than teachable.
A better way: Center restorative practices that invite ownership, growth, and reentry. Build shared language around harm and repair. DEI must be relational, not punitive, to succeed.
Rethinking DEI: Progress Over Performance
DEI doesn’t fail because people stop caring—it fails when systems don’t change. By questioning long-held practices and assumptions, we open up new paths for connection, accountability, and sustainable equity.
It’s time to move from checkbox strategies to culture-shifting ones.
💬 What outdated DEI practice do you think needs to go?
Let me know in the comments.
👇 While you’re here:
💌 Subscribe to the This Is DEI newsletter for real-world insights—without the spin.
🔗 Follow This Is DEI on LinkedIn for more critical conversations that move DEI forward.
