What You’ve Never Been Told: The Urgent Case for DEI
- The Article They Didn't Want Published -
Key Points:
- Historical Barriers Persist – Past racial exclusion in education still impacts wealth and opportunities today.
- Generational Impact – Oppression leaves financial, psychological, and biological scars across generations.
- Unequal Starting Lines – Systemic privilege shapes access to education, jobs, and economic security.
- DEI Fights Inequality – Diversity efforts help dismantle generational disadvantages, fostering fairness.
- Private Companies Retain Freedom – Despite political pressure and legal threats, no presidential order can force purely private organizations to abandon DEI; however, many are voluntarily scaling back out of fear of lawsuits, activist campaigns, and shareholder backlash.
A Door Slammed Shut: Revisiting America’s Educational Exclusion
Imagine it’s 1950. If you were Black in America, attending college wasn’t just difficult—it was nearly impossible. Entire universities slammed their doors in your face, whether by explicit racial bans or by demanding tuition you could never afford.
Now picture your grandmother, back when she was a teenager, weeping at the kitchen table after being turned away from her dream school. She’s bright, driven, and desperate for a better life, but every door closes before she can even knock. She can’t sleep at night—knowing she’ll be stuck in low-wage labor, aware her children and grandchildren will inherit the same burdens.
Meanwhile, her white counterpart sails through admissions, diploma in hand, stepping into salaried jobs filled with promise. That advantage—securing a respectable salary and a sturdy foothold on the economic ladder—becomes an inheritance of opportunity passed down. Your own grandchildren? They inherit the silence of that slammed door. Less income. Less stability. No cushion for college funds, no generational wealth to tap for a home or a business. No matter how hard they fight, they’re running a marathon weighed down by the shackles of someone else’s prejudice.
This isn’t ancient history. Its echoes rattle our present: Black households today have, on average, one-eighth the wealth of white households (Bhutta, Chang, Dettling, & Hsu, 2020). Students from historically marginalized backgrounds—including Latinx, Indigenous, and Asian American communities—often enter college with fewer connections, less financial support, and steeper obstacles.
When History Lives in Our Bodies: The Biology of Oppression
Oppression doesn’t just limit finances and opportunities—it leaves scars that reverberate across generations. Chronic discrimination and stress can alter epigenetic markers—chemical tags on our DNA that regulate gene expression—leading to heightened stress reactivity, anxiety, and disease vulnerability in not just one person, but their children and grandchildren. Studies of Holocaust survivors revealed epigenetic signatures of trauma in their descendants, and research on racial discrimination in the U.S. has repeatedly tied chronic stress to higher risks of heart disease and mental health challenges (Cuffee et al., 2014; Yehuda et al., 2016; Williams & Mohammed, 2013).
When your grandparents were barred from college or denied a mortgage due to redlining, it wasn’t a single, isolated moment of loss. It sparked a chain reaction—financial, psychological, and physiological—that may still be unfolding in your life today. By the time it reaches you, it can manifest as reduced wealth, fewer educational opportunities, or even a biological predisposition to stress-related illnesses. This is how oppression
embeds itself in our bodies and our families, carrying a legacy of disadvantage from one generation to the next.
A Sudden Threat: Trump’s Crackdown on DEI
Fast-forward to January 22, 2025. President Trump’s executive order calls for eliminating diversity, equity, and inclusion (DEI) initiatives across federal agencies, with investigations looming over private institutions as well. Federal DEI employees are placed on leave, and “high-asset” organizations—universities with sizable endowments, major corporations—are singled out (Executive Order, 2025).
For those who fought tooth and nail for even a thin chance at equity, this feels like a betrayal. It’s a declaration that generations of trauma and exclusion are once again being swept under the rug.
Though the administration may attempt to stifle or strip funding from DEI efforts in federal agencies or among government contractors, no president wields the constitutional power to dictate how purely private companies address diversity or inclusion. Any blanket ban on DEI in the private sector would almost certainly be struck down as an overreach, sparking fierce legal challenges and raising serious First Amendment concerns.
What It Feels Like to Be Disenfranchised in a Franchised World
Place yourself on a college campus in 2025. You’re a Black student—finally here despite every obstacle.
- You recall your mother sacrificing sleep—working two low-wage jobs—just so you could scrape together application fees.
- You remember studying for the SAT on the bus while your classmates had private tutors and quiet spaces.
- You open the door to your first lecture hall, noticing you’re one of the few people of color in the room.
You try not to let it get to you, but the whispers are there:
- “They only got in because of DEI.”
- “They’re not really cut out for this place.”
Each comment feels like a punch in the gut, dismissing the mountains you’ve had to climb: the nights you went hungry, the hours you spent helping siblings before you could open a textbook, the part-time job that left you exhausted. Meanwhile, people assume “everyone starts from the same line.”
Why DEI Exists: A Broken System Built on Privilege
As a member of Harvard Medical School’s MD-PhD admissions committee, I came to a stark realization during my annual unconscious bias training about how these interwoven, generational injustices continue to dictate the paths of students from underrepresented backgrounds. It was a profound wake-up call, underscoring the urgent necessity of sustained DEI efforts to dismantle these long-standing barriers.
I learned that standardized tests like the MCAT and GRE measure more than “intelligence.” They measure:
- Access to resources (e.g., test-prep courses).
- Access to free time (no need to juggle multiple jobs).
- Access to professional networks (when your parents or grandparents have advanced degrees or industry connections).
Imagine being the first in your family to apply to a competitive graduate or professional program—maybe it’s medical school or business school—petrified by the debt and lacking a single mentor who looks like you. That’s not a failure of ambition—it’s a failure of our society to level the playing field.
DEI isn’t about “handouts.” It’s about tearfully acknowledging that while some families have raced on well-paved roads, others have stumbled through a maze of potholes and barriers no one else can see.
Intersectionality: More Than One Barrier
Oppression rarely comes in a single form. A queer Black woman from a low-income background, for instance, faces layered biases—racism, sexism, homophobia, and classism—each compounding the other. DEI matters because it addresses overlapping identities: it ensures we see the full picture of who needs support and how.
The Business Case for DEI: Why Inclusion Drives Innovation and Success
Organizations—including not just businesses but also nonprofits, schools, and public agencies—thrive when diverse voices guide their strategies. Studies have shown that diverse leadership fosters innovation, whether it’s solving a local policy issue or planning public-health initiatives. Research indicates that diverse teams often outperform homogeneous ones, spurring creativity and stronger financial returns. In a global marketplace, organizations that embrace DEI are better positioned to adapt, attract top talent, and maintain a competitive edge (McKinsey & Company, 2020).
I’ve seen this firsthand in my own laboratory at The Brigham and Women’s Hospital, Harvard Medical School, where our team includes researchers from over 30 different countries. We intentionally minimize overlap in expertise, creating a dynamic environment where people bring distinct skill sets and perspectives. It’s at the interface of these varied approaches that breakthroughs happen—we’ve been able to advance countless technologies toward patient care precisely because our lab harnesses diversity in every sense: in how team members think, the tools they use, and the knowledge they contribute. This synergy is a testament to how multiple perspectives create real innovation in ways a homogeneous group often cannot.
Addressing Common Misconceptions
- “Reverse Discrimination”
DEI doesn’t mean handing unqualified individuals positions at the expense of others. It means dismantling hidden barriers—like limited access to mentoring, test prep, or professional networks—so talented, qualified people who have been overlooked can finally compete on equal footing. It’s about recognizing real potential and ensuring the playing field is level for all. - “Lowering Standards”
High standards remain. The difference is that people from marginalized communities shouldn’t have to run an obstacle course while others stroll on a clear track. DEI ensures that everyone faces the same challenges, so you measure true ability rather than unearned advantages.
Mental Health & Campus Climate
A student’s sense of belonging strongly correlates with retention and academic success. Microaggressions and racial trauma can lead to higher levels of anxiety, depression, and allostatic load (the cumulative stress on the body), which undermines both mental and physical well-being. DEI initiatives—like culturally informed counseling, mentoring programs, and safe spaces—can mitigate these harms, improving campus climate for everyone (Strayhorn, 2018).
Beyond Awareness: How You Can Defend DEI and Drive Change
Action Steps for Readers:
- Mobilize on Social Media
- Speak Up Loudly: Regularly post updates, share success stories, and expose setbacks related to DEI.
- Ignite Conversations: Ask pointed questions and challenge misinformation in online discussions to rally broader support.
- Confront Power Structures
- Contact Elected Officials: Send letters or emails, and request meetings to demand policy changes that advance DEI.
- Share Your Views Publicly: Write op-eds, publish blog posts, or speak at community events to keep DEI issues front and center.
- Invest in Pipeline Programs
- Fuel Opportunities: Donate to scholarships and mentorship organizations that uplift underrepresented groups.
- Volunteer Your Expertise: Offer career guidance or tutoring to expand access to professional networks and skill-building.
- Champion Equity at Work
- Implement Inclusive Hiring: Advocate for holistic recruitment practices that assess more than test scores and resumes.
- Address Implicit Bias: Promote regular bias training and encourage the formation of resource groups to foster belonging.
- Vote with Your Dollars
- Reward Real Commitment: Support companies, nonprofits, and institutions that demonstrate genuine dedication to DEI.
- Hold Businesses Accountable: Boycott or publicly disengage from those that fail to act on their DEI promises.
- Stay Vigilant and Informed
- Monitor Legal Shifts: Track relevant court decisions and legislative changes that affect affirmative action and diversity initiatives.
- Engage Continuously: Share updates with your networks to ensure everyone remains aware, active, and ready to respon
What’s at Stake
If we erase DEI under the guise of “neutrality,” we become willfully blind to real, enduring inequalities—financial, psychological, and even biological. The price is measured in human potential we discard:
- The doctor who never emerges because they couldn’t afford test prep.
- The entrepreneur whose vision dies for lack of a supportive network.
- The scientist who gives up on a groundbreaking discovery, never seeing role models who look like them in the lab.
- The countless individuals who bear physiological scars—higher cortisol levels, greater disease risk—yet are told it’s “all in their head.”
Every loss is a wound in our collective conscience, a betrayal of our shared ideals. And with each generation, the theft of opportunity leaves deeper imprints.
A Final Plea
We owe it to every ancestor who was dismissed, every child who still hopes, and every family clinging to the belief that everyone deserves a fair shot, to acknowledge how deeply exclusion is woven into our history and our present—it lives in our histories, our bodies, and our daily realities. DEI might seem like a buzzword, but for those still fighting for a seat at the table, it’s the fragile lifeline between adversity and aspiration. If we let it slip away, we risk condemning entire communities to a future where they are still told, “You do not belong.”
We can do better. We must do better.
Supplementary Section: Data-Driven DEI—Real-World Examples and Strategies
Recent data from 2019 to 2024 confirms that well-structured DEI strategies—especially those that embed inclusion into an organization’s leadership and accountability systems—can dismantle long-standing inequities, boost retention among underrepresented groups (including Black, Hispanic, and women professionals), and drive superior organizational performance (McKinsey & Company, 2020). According to one McKinsey & Company analysis of over 1,000 companies worldwide, those in the top quartile for ethnic and cultural diversity in leadership positions are 36% more likely to achieve above-average profitability. Furthermore, underrepresented employees who actively participate in skill-building and sponsorship initiatives can be up to 30% more likely to advance into managerial roles within five years—compared to those without such support—while a long-term study of 800 firms found formal mentorship programs open to all employees, in which women and minorities actively participated, increased promotion rates by 15% for women and up to 20% for racial/ethnic minorities (Dobbin & Kalev, 2022).
Organizations like Microsoft report that, between 2018 and 2024, the proportion of Black or African American employees in its U.S. workforce rose from 4.5% to 6.6%, attributed in part to transparent diversity metrics, strategic recruitment partnerships with Historically Black Colleges and Universities (HBCUs), and leadership accountability (Microsoft, 2024). Deloitte has increased Indigenous representation in its U.S. workforce from 157 employees in 2021 to 995 in 2023—an over 500% increase—while Black representation grew from 4,296 to 7,030 (a nearly 64% rise) over the same period. The company attributes this progress to inclusive hiring initiatives, targeted mentorship programs, and transparent DEI progress tracking (Deloitte, 2023). Meanwhile, at PepsiCo, diverse marketing teams contributed crucial insights that helped shape the Doritos Rainbow campaign—an initiative supporting the LGBTQ+ community—which resonated broadly with consumers, strengthened brand loyalty, and highlighted PepsiCo’s commitment to inclusive values. Johnson & Johnson likewise relies on diverse, cross-functional product-development teams to expand inclusive offerings such as skin-tone bandages under its Band-Aid brand. Both companies embed DEI benchmarks into leadership evaluations, requiring managers to build diverse teams—an approach linked to broader perspectives and inclusive decision-making processes, resulting in products that better resonate with diverse consumer bases.
In contrast, “checkbox” compliance or mandatory bias trainings frequently fail to achieve meaningful change, underscoring the need for continuous innovation in hiring practices, promotion criteria, and workplace culture. When organizations pair rigorous monitoring systems—tracking representation at all levels, promotion rates, and employee feedback on inclusion—with an authentic commitment demonstrated by visible leadership support, dedicated resources, and clear accountability mechanisms, DEI evolves from a buzzword into a transformative force—breaking generational cycles of exclusion and enabling everyone to fully realize their potential.
However, despite these well-documented benefits, 2025 has seen a shift in corporate DEI commitments. Several major companies have scaled back or eliminated DEI initiatives due to legal challenges, political pressure, and activist campaigns. Google dropped diversity hiring goals, Accenture discontinued demographic-specific programs, Target ended its REACH initiative and rebranded supplier diversity efforts, and Walmart phased out DEI programs under investor pressure, and many other companies are following suit. Yet it’s important to note that private companies are not legally compelled to comply with any “ban” on DEI, as federal authority in this realm is limited—but fears of litigation, shareholder demands, and public backlash have still spurred a troubling retreat from DEI commitments. These shifts signal a broader corporate reevaluation of inclusion efforts amid mounting legal and political pressures that threaten hard-won progress.
Don’t forget—you have the power to act. Here’s how you can make a difference:
Even under the threat of crackdowns, we stand rooted in our shared heritage and guided by the vast universe we call home. We must refuse to lose a single voice, demanding fairness, amplifying the silenced, and protecting the inclusive future that belongs to us all.
- Amplify DEI Online – Share updates, challenge misinformation, and spark discussions to drive awareness.
- Push for Policy Change – Contact officials, write op-eds, & demand DEI protections in workplaces and schools.
- Support DEI Programs – Donate, mentor, and advocate for inclusive hiring to expand opportunities.
- Hold Institutions Accountable – Support businesses that prioritize DEI and disengage from those that don’t.
References
- Alhusen, J. L., Bower, K. M., et al. (2016). Racial discrimination and adverse birth outcomes: An integrative review. Journal of Midwifery & Women’s Health, 61(6), 707–720.
- Bhutta, N., Chang, A. C., Dettling, L. J., & Hsu, J. W. (2020). Disparities in wealth by race and ethnicity in the 2019 Survey of Consumer Finances. FEDS Notes.
- Carnevale, A. P., Fasules, M. L., Quinn, M. C., & Peltier Campbell, K. (2020). Workplace basics: The skills employees need and employers want. Georgetown University Center on Education and the Workforce.
- Cuffee, Y. L., et al. (2014). Associations of chronic stress and depressive symptoms with endothelial dysfunction. American Journal of Hypertension, 27(1), 90–96.
- Deloitte. (2023). Diversity, Equity, and Inclusion Transparency Report. https://www2.deloitte.com/content/dam/Deloitte/us/Documents/about-deloitte/us-23-dei-tr-diversity-equity-and-inclusion.pdf
- Dobbin, F., & Kalev, A. (2022). The effects of diversity training. Annual Review of Sociology, 48, 1–20.
- Executive Order. (2025). Eliminating DEI Policies in Federal and Private Institutions. Washington, D.C.
- McKinsey & Company. (2020). Diversity wins: How inclusion matters.
- Microsoft. (2024). Global Diversity & Inclusion Report.
- National Center for Education Statistics. (2021). Postsecondary Faculty: Racial and Ethnic Representation in Higher Education.
- Sackett, P. R., Borneman, M. J., & Connelly, B. S. (2008). High-stakes testing in higher education and employment. American Psychologist.
- Strayhorn, T. L. (2018). College Students’ Sense of Belonging: A Key to Educational Success for All Students. Routledge.
- The Hill. (2025). Trump’s Executive Order on DEI Investigations Targets Elite Universities and Private Sector.
- Williams, D. R., & Mohammed, S. A. (2013). Racism and health I: Pathways and scientific evidence. American Behavioral Scientist, 57(8), 1152–1173.
- Yehuda, R., et al. (2016). Holocaust exposure induced intergenerational effects on FKBP5 methylation. Biological Psychiatry, 80(5), 372–380.
