Is DEI missing the mark?

Hello!

Critics argue that DEI programs disproportionately benefit white women over minorities. Are they wrong? Not entirely. Here’s why.

Even the best initiatives can be misapplied or distorted — often with good intentions but harmful consequences. DEI is no exception. When diversity, equity, and inclusion efforts are poorly implemented, they can create the illusion of progress while failing to address the deeper inequities they were meant to solve.

Take Equal Pay Day, for example. In 2024, Women’s Equal Pay Day fell on April 8. In 2025, it moved up to March 25. On the surface, this seems like progress — the gender pay gap appears to be shrinking. But a closer look reveals a different reality: while white women’s pay has improved, the wage gap for women of color has remained largely unchanged. Their Equal Pay Day has barely moved, exposing a critical flaw in how pay equity is being addressed.

At Rework Work, we are committed to ensuring DEI is implemented with precision and expertise. When efforts benefit some while leaving others behind, they reinforce inequality rather than dismantling it. True DEI requires an understanding of intersectionality — how factors like race, gender, and socioeconomic status overlap to shape unique experiences of privilege and discrimination. Without this awareness, DEI initiatives risk doing more harm than good.

When DEI is reduced to performative, check-the-box initiatives rather than a strategic, systemic effort, it often fails those it was intended to uplift. And that’s a real problem.

DEI isn’t a quick fix or a passing trend. It’s about intentional, data-driven action that fosters real equity. That’s why, at Rework Work, we go beyond surface-level solutions, equipping organizations with the tools, training, and expertise needed to create lasting impact for all marginalized groups.

If you’re ready to move beyond performative action and into meaningful change, let’s talk. We’re here to help.

Stacey Gordon, MBA
Rework Work CEO

Want to create awareness of cultures other than the standard norm and work toward a more inclusive workspace? Our Inclusion @ Work Calendar makes it easy to recognize and celebrate cultural observances and holidays from around the world.

From Women’s Equal Pay Day to global traditions you may not yet be familiar with, this carefully curated calendar brings attention to observances that aren’t traditionally seen and valued.

Download the calendar and start planning for a more inclusive year!

"Lead with Inclusion: Inclusive Action at Work"

How can you oppose diversity, equity and inclusion?

“You should earn your job, not have it handed to you because of DEI.”

“Black people aren’t oppressed.”

I hear some version of “DEI just hands out jobs based on skin color, not merit” all the time. But here’s the truth: DEI doesn’t lower the bar — it acknowledges that, for too long, the playing field hasn’t been level.

In this issue of Lead with Inclusion, I challenge you to consider some big questions about fairness and equity in the workplace, including why DEI makes some people (maybe even you) uncomfortable. Plus, I’ll share key resources to help unpack and address that discomfort. Let’s dig in.

Our April Unconscious Inclusion Open Discussion is happening on April 18! Stay tuned for details and the sign-up link in our next DEI @ Work newsletter.

Also, exciting news: Stacey and Rework Work are now on Substack! She’s building a space for deeper conversations and fresh insights on rethinking workplace culture. Be part of the growing Rework Work community — join her there!

Changing jobs? Take us with you! Continue receiving DEI @ Work by updating the email address in your Workspace account. Once updated, simply re-login with your new credentials to ensure continued access to our latest resources and upcoming events!

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Is DEI missing the mark?

Organizations that understand recognize & value diversity

Is DEI missing the mark?

Organizations that
understand recognize &
value diversity