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The 14th Amendment enshrines the principles of equal protection and opportunity, serving as the foundation for policies to expand economic access to employment, housing and financing. Diversity, equity and inclusion (DEI) initiatives are a natural extension of these values, ensuring that all individuals — regardless of race, gender or background — have a fair chance at success.
DEI has its roots in the Civil Rights Act of 1964, which outlawed discrimination in employment based on race, color, sex, religion and other criteria. Over the decades, policies have evolved to address bias in hiring, workplace fairness and career advancement for women and people of color. Today, DEI has expanded to include protections for sexual orientation and gender identity, ensuring that workplaces reflect the diverse makeup of our nation.
Critics argue that DEI undermines meritocracy, yet experts contend that DEI enhances merit rather than replacing it. David Glasgow, executive director of the Meltzer Center for Diversity, Inclusion, and Belonging at New York University School of Law, describes diversity as a commitment to ensuring hiring and promotion systems do not inadvertently screen out talented candidates from underrepresented backgrounds. By removing systemic barriers, DEI efforts create opportunities for talent that may be overlooked.
Equity is a key component of DEI, aiming to level the playing field for historically underrepresented workers. Jessica Fulton, vice president of policy at the Joint Center for Political and Economic Studies, highlights that DEI policies address wage gaps and career stagnation marginalized groups face. Beyond hiring, companies develop inclusion strategies to help diverse employees feel safe, valued and supported. As Fulton notes, retention is as critical as recruitment: “It is about building a great team, treating that team well and retaining the folks they hire.”
Far from being merely symbolic, DEI efforts drive business success. Studies indicate that organizations embracing diversity are better equipped to adapt to change, drive innovation and enhance profitability. Michael Posner, director of the NYU Stern Center for Business and Human Rights, asserts, “The objective of DEI is not to set quotas or hire unqualified individuals, but to create opportunities and remove historic barriers to entry.” Companies, universities and government entities function more effectively when they reflect the diversity of the populations they serve.
DEI was introduced in corporate America precisely because marginalized communities lacked equal opportunities and a sense of belonging. DEI remains essential for creating safe, inclusive and productive workplaces today. From business and finance to healthcare and housing, inclusive policies foster an environment of fairness and respect, benefiting individuals and institutions alike.
As a nation built on the ideals of liberty and justice for all, the U.S. must continue investing in intentional DEI practices. These efforts strengthen workplace culture, drive business performance and create lasting social impact. Committing to diversity and inclusion is not just a moral imperative but an economic and societal necessity.
Source: Published without changes from Washington Informer Newspaper
