In recent years, the concepts of Diversity, Equity, and Inclusion (DEI) have become essential pillars in shaping how organizations and communities create fair and welcoming spaces for everyone. These initiatives are not about exclusion or preferential treatment— it is about dismantling systemic barriers, expanding access to opportunities, and ensuring that every individual, regardless of race, gender, disability, or background has equal opportunities to participate and thrive.
Yet, recent developments in the US reveal a troubling backlash against these efforts. Despite significant strides to make programs and services accessible and inclusive to all, the current administration issued an executive order to end DEI programs. They argue that these initiatives lead to divisiveness and wasteful spending and undermine merit-based hiring practices.
How can policies designed to make workplaces more welcoming and accessible be accused of creating discrimination? How does ensuring a diverse and inclusive applicant pool stand in the way of hiring the best person for the job? If anything, DEI ensures that the best candidate is not overlooked simply because they were never given access to the opportunity in the first place. This shift marks a stark contrast to efforts advancing equity and supporting underserved and unrepresented communities.
DEI is about expanding, not excluding
One of the biggest misconceptions about DEI in hiring is that it prioritizes identity over qualifications. When practiced correctly, DEI is about expanding the reach of job opportunities, not restricting them. For instance, instead of simply hiring from the same networks or universities where opportunities have historically favoured certain groups, inclusive hiring means ensuring job postings reach a broader audience, including underrepresented communities. It means making the hiring process accessible— offering accommodations such as screen readers, flexible interview formats, or alternative application methods for people with disabilities.
True DEI is not about checking a box; it is about removing the barriers so that everyone has a fair shot at success.
A long fight for inclusion
February is also Black History Month, a time to reflect on the resilience and contributions of Black communities and the long fight for racial equality. While progress has been made, history reminds us that inclusion is never guaranteed. The same can be said for disability rights—people with disabilities are still fighting for accessible workplaces, equal hiring practices, and representation in leadership roles.
At ABLE2, we know firsthand that inclusion does not happen by accident—it happens by design. That is why our Board includes a representative with a disability, ensuring that lived experience informs the decisions that impact the community we serve. When diverse voices are part of decision making, we move beyond performative inclusion and toward real, lasting change.
Why we must push forward
The backlash against DEI is a reminder that progress can be fragile. When programs are scaled back or dismissed as unnecessary, we risk undoing years of hard work. For people with disabilities, this could mean fewer opportunities to access meaningful employment, reduced funding for accessibility initiatives, and limited representation in decision-making spaces.
Inclusion is not just about hiring—it is about belonging. When workplaces and communities commit to diversity, equity, and inclusion, they foster environments where everyone can contribute and thrive. The fight for justice—whether racial, gender, or disability-related—is ongoing, and we cannot afford to step back now.
Today, on World Day of Social Justice, it is vital to reflect on what these developments mean for the broader fight for inclusion— are we doing enough to create a society where everyone can participate and contribute? Are we actively removing barriers, or are we allowing old systems of exclusion to persist?
As leaders, advocates, and members of the community, we all have a role to play in advancing inclusion. Here is what you can do:
- Educate Yourself: Learn about the barriers that marginalized groups, including people with disabilities, face in accessing opportunities.
- Advocate: Use your voice to champion policies and initiatives that promote equity and inclusion in your workplace, school, or community. Speak up against unjust practices that create barriers and exclude others.
- Engage: Foster safe spaces where people from all backgrounds can share their perspectives and experiences.
DEI is not just an initiative—it is a commitment to fairness and justice. We must push forward, ensuring that no one is left behind. Inclusion should be the standard, not the exception.
Let us keep the conversation going. What are your thoughts on the state of DEI today? How do we ensure that progress continues for all communities, including people with disabilities? I would love to hear your insights in the comments.
Published by
Experienced Non-Profit Executive Director