In the wake of recent events, the discourse around Diversity, Equity, and Inclusion (DEI) has never been more charged. From Elon Musk’s ‘DEI must die’ declaration to SHRM’s controversial removal of ‘Equity‘ from it’s DEI approach to major companies dismantling their DEI departments.

What if we’ve been thinking about DEI all wrong? What if wasn’t just a box to check, a department to establish, or a job title to hire? At SocialEDG, we believe DEI is a fundamental approach to how we operate our businesses, engage our teams, and drive our success. It’s about embedding values of diversity, equity, and inclusion into the very fabric of our organizational culture—the DNA.

But first, did you notice the title. I called this a DEI Re-Evolution. Not a Revolution. Not an Evolution.

Why?

Well, I intentionally merged elements of both revolution and evolution to suggests a more comprehensive rethinking and restructuring of current practices one that leads directly to significant systemic change while also building on existing foundations. It conveys the idea of not just progressing but fundamentally reimagining and revitalizing DEI concepts and practices.

For decades, DEI has been positioned as a social justice initiative—important, yet often seen as separate from core business operations. This perspective has limited its impact and has led to resistance, particularly in times of economic uncertainty or political pushback.

Why? Because companies used their focus on social justice to skirt around workplace equity, pay disparity, and real systemic change. It was much easier to create a social justice initiative that pledges millions to helping external communities, non-profits, and students than to actually create systemic change within the corporation.

And a pledge is just that—a pledge. It doesn’t equal commitment, it doesn’t equal an actual check, especially when the department that oversees it gets gutted within four years of being established.

Trust me, I don’t want the foundations and grants to end or for the commitments to stop. I remember championing hard at Apple for nonprofits to be given a slice of the pie, and I have no regrets.

BUT, if your employees internally are not being served, are not being supported, and are not being celebrated, how genuine can your external commitments be?

At SocialEDG, we champion a different approach: integrating DEI into People Operations. And when I say People Ops, I don’t mean HR.

DEI Can Work in HR, But HR Isn’t Always Designed for DEI

Remember SHRM’s recent decision to remove Equity from their diversity and inclusion approach?

SIDENOTE: Their actions make no-equity sense. How can you reach inclusion and ensure diverse perspectives and backgrounds can thrive without first focusing on building Workplace Equity? But I digress.

SHRM’s move highlights the disconnect between traditional HR functions and the transformative potential of diversity, equity and inclusion as part of People Ops.

And when I speak of People Ops, I’m focusing on the Ops…Operations.

AND NEWSFLASH:

• Operations happen in every function of the business.
• People work in every function of the business.

So, shouldn’t People Operations through the lens of DEI be embedded into every function?

This means seeing DEI not as an external mandate but as a crucial element of how we manage, support, and grow our people. By embedding these principles into talent acquisition, performance management, leadership development, and everyday interactions, we create workplaces where everyone can thrive.

This also includes: Marketing, Finance, Engineering, and let’s not even forget the benefits of DEI in AI.

This isn’t just about doing the right thing—it’s about leveraging the full potential of our workforce and technology for a competitive edge.

Joyful Equity™: A New Paradigm Shift

Incorporating DEI shouldn’t be a chore or a checkbox—it should be a source of joy and innovation. This is the essence of our Joyful Equity™ ethos at SocialEDG. Joyful Equity™ is about creating environments where inclusivity leads to happiness and fulfillment. It’s also a values-driven approach to program management that teaches organizations how to nurture inclusion and innovation through positivity and empowerment.

Consider the impact of a workplace where all voices are heard, diverse perspectives are valued, and employees feel a genuine sense of belonging.

This is not a utopian ideal; it’s a strategic advantage. Companies that prioritize DEI in their People Operations see higher employee satisfaction, better retention rates, and more innovative problem-solving.

In fact, I like to call this: THE INCLUSIVE ADVANTAGE

The Competitive Advantage of Workplace Equity

In today’s rapidly changing business landscape, companies that fail to embrace diversity, equity, and inclusion are at risk of falling behind. And trust me when I say they will fall. Maybe they won’t disappear, but they will trip…hard.

Why? Because, People are people. They deserve more. They will ask for more. And they will fight for more. This is history on repeat.

Plus, diverse teams are more creative and better at solving complex problems. Inclusive workplaces attract top talent and foster loyalty. Equity ensures that everyone has the opportunity to contribute to their fullest potential, driving business success.

Throw away the D…to the E…to the I and all you have left is space, space for another company or organization to take your place.

4 DEI Trends That Are Coming. I promise.

The DEI landscape is evolving, and several key trends are shaping its future. Understanding these trends can help organizations stay ahead of the curve and fully integrate workplace equity into their operations.

Here’s what I predict. Scratch that. This is what I KNOW.

1. People Operations

As discussed already, embedding DEI into People Operations will be crucial. This goes beyond traditional HR roles and integrates DEI principles into every function of the business. It’s about creating a holistic approach where diversity, equity, and inclusion are the foundations of all business processes.

2. Learning & Development

DEI will become a core component of Learning & Development (L&D) programs. Companies are realizing that continuous education on diversity and inclusion is vital for creating a knowledgeable and empathetic workforce. This includes training programs, workshops, and ongoing learning opportunities that emphasize the importance of inclusion in everyday interactions.

The demand for Inclusive Leadership Coaching is also on the rise. Leaders are now expected to champion DEI initiatives and create environments where all employees feel valued and included. Coaching programs that focus on developing inclusive leadership skills are becoming essential, ensuring that leaders can effectively manage and support diverse teams.

3. The Rise of DEI Consulting of Another Name

For companies that have eliminated their DEI teams, expect a comeback—but not in the same form. These DEI efforts will re-emerge as Fractional (Contract) Head of Diversity Roles, Workplace Equity Agencies, or full Management Consulting Agencies built on DEI principles from the ground up, rather than as a reactive measure to market trends.

These new agencies will be inherently diverse, often led by individuals who deeply understand the complexities of navigating predominantly white, heterosexual, male-dominated spaces without the advantages of privilege.

This shift from internal DEI departments to specialized consulting roles highlights the growing demand for expert guidance in DEI initiatives. DEI consultants offer tailored strategies that address specific organizational challenges and goals, ensuring more impactful and sustainable DEI efforts.

I’ve seen this firsthand as the Fractional Head of Diversity at Martha Beck Inc., a renowned life coaching program and ICF Certification partner. I was able to accomplish in a year what it takes most companies five years to achieve.

4. The Return of Black DEI Professionals

We are likely to see a significant rise in Black DEI consultants, and other diverse voices, returning back to the field. After taking time to heal, reconnect with their communities, and gain experience in other business functions (because burnout and diversity fatigue is real), they will return with a renewed perspective and a holistic view of DEI.

Their lived experiences and broader understanding of different business areas will enable them to provide more nuanced and effective strategies.

Conclusion

DEI isn’t dying—it’s evolving. It’s moving beyond a separate function to become a core component of how we operate and succeed in business. At SocialEDG, we are at the forefront of this transformation, advocating for Joyful Equity and embedding DEI into People Operations. We believe this is not just the future of DEI but the future of work.

So, again: What if I told you DEI wasn’t a function or a job or a department?

It’s something much more powerful—it’s the way we create thriving, innovative, and competitive workplaces. And it’s here to stay.