Reflection on DEI in 2024: The Wins, the Fails, and the Blueprint for 2025

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As we wrap up 2024, it’s time to spill the DEI tea. This year was a rollercoaster ride for diversity, equity, and inclusion, with a mix of highs that made us cheer and lows that had us clutching our pearls. We navigated significant milestones, encountered troubling setbacks, and set the stage for transformative progress in 2025.DEI remains a challenging yet indispensable area of focus for institutions, corporations, and communities striving for meaningful change. Let’s delve into the political highlights, corporate dynamics, and academic advancements of 2024,

But hey, progress isn’t a straight line, and the DEI world is no stranger to dodging potholes on the road to equity. So, let’s unpack the year, and explore the actionable steps we must take as we move forward, and highlight the lessons learned, and map out how we’re leveling up for 2025.

The Political Soap Opera of 2024: DEI on the Frontlines

Oh, honey, if you thought 2023 was politically spicy, 2024 said, “Hold my equity plan.” We saw politicians both embrace and demonize DEI like it was their favorite love-hate relationship. On the positive side, several states passed groundbreaking legislation to protect DEI initiatives in public institutions, including robust funding for workplace equity programs. Shoutout to states like California and New York for proving that progressive action can still shine bright like a diamond. The political climate this year offered a dichotomy of progress and regression for DEI. On one hand, states like California and New York led the charge with robust legislation supporting equity initiatives, including substantial funding for workplace programs and protections for marginalized communities. These efforts reinforced the importance of institutional commitment to social justice.

On the flip side, several states continued to weaponize anti-DEI rhetoric. Florida, in particular, slashed budgets for equity programs, framing DEI as a divisive concept. This reductionist approach undermines the critical work needed to address systemic discrimination. Despite these setbacks, grassroots movements and advocacy organizations have stepped up to resist these rollbacks, proving that DEI is not a trend but a necessity.

But let’s not ignore the drama. Certain states (cough Florida cough) continued their anti-DEI crusades, cutting budgets for programs designed to level the playing field. And don’t get me started on the corporate world. Some companies showed their true colors — and it wasn’t rainbow.

The Far-Right’s Attack on DEI and Our Collective Response

This year, the far-right’s attack on DEI reached new heights. Through legislation, media campaigns, and public discourse, they sought to delegitimize equity work by labeling it divisive, unnecessary, or even harmful. The irony? These attacks often come from a small yet vocal minority that does not represent the majority of Americans. Polls consistently show that most people value diversity and support efforts to create equitable opportunities, but silence can be mistaken for agreement with the opposition. That’s why we must be louder, bolder, and unapologetic in our advocacy for DEI.

The benefits of DEI are not abstract or anecdotal, they are measurable and impactful. Research from McKinsey & Company shows that companies with greater ethnic and gender diversity are 36% more likely to outperform their peers financially. A Deloitte study found that inclusive organizations are eight times more likely to achieve better business outcomes and twice as likely to meet or exceed financial targets. In education, diverse and inclusive classrooms improve critical thinking, creativity, and collaboration skills essential for thriving in today’s world. These aren’t just feel-good numbers; they’re proof that equity drives excellence.

But the far-right doesn’t want to hear that. They’d rather peddle fear and misinformation to maintain the status quo. That’s why our voices must counter their narratives with evidence, stories, and unwavering conviction. DEI is not about division; it’s about creating spaces where everyone can succeed. It’s about tearing down the barriers that have held so many back for so long. We must remind our communities, our institutions, and our leaders that silence in the face of injustice is complicity.

The far-right’s attacks are a distraction, but they cannot be ignored. They aim to shift the conversation from progress to defensiveness. By focusing on the undeniable benefits of DEI, not just morally but also economically, socially, and academically; we can reclaim the narrative and continue pushing forward. Equity is not a zero-sum game; when barriers are removed for one group, we all benefit. As we prepare for 2025, let’s remember that our collective power, amplified through courage and persistence, will always outshine the noise of opposition.

We must be loud, we must be resilient, we must be accurate, credible, and we must be ready to fight.

Corporate DEI: The Bold and the Cowardly and DEI’s Heroes and Villains

Let’s talk about corporate America’s DEI report card. Some companies deserve a gold star, while others barely deserve a participation trophy.

Costco, take a bow. The corporate world delivered a mixed bag in 2024. Let’s give flowers where they’re due; Costco remained a shining example of steadfast DEI commitment. The company’s investments in supplier diversity, employee mentorship programs, and wage equity have enhanced its reputation and demonstrated that DEI and profitability can coexist harmoniously. Costco’s approach underscores the value of prioritizing people over performative statements.

You’ve stayed true to your DEI commitments, proving that ethical practices and profitability are not mutually exclusive. This year, Costco doubled down on supplier diversity, increased wages for frontline workers, and expanded its mentorship programs for underrepresented employees. And guess what? Costco’s customer loyalty and profits soared — proof that doing the right thing pays off. Other companies take note: Costco is one of the blueprints.

Now, let’s drag Walmart into the spotlight. And I do mean DRAG! In stark contrast, Walmart’s retreat from its DEI promises epitomized corporate cowardice. By scaling back staff and programs, Walmart effectively signaled that equity takes a backseat when the going gets tough. Such actions betray the trust of employees and customers who expect more from industry leaders. These disparities highlight the urgent need for accountability and transparency in corporate DEI efforts.

This retail giant decided to quietly back away from its DEI promises faster than a politician dodging a tough question. Cutting DEI staff and scaling back programs is not the move, Walmart. It’s giving cowardly. It’s giving performative. And frankly, it’s giving disappointing.

Let’s not mince words: Florida’s higher education institutions have been leading the charge toward ignorance, retreating from DEI initiatives as though equity were a contagious disease. These institutions, once bastions of critical thinking and progressive scholarship, have instead caved to political pressures, prioritizing comfort over courage. Their abandonment of DEI programs fails their students and erodes the foundational mission of higher education: to challenge societal inequities and prepare individuals for meaningful civic participation. By running away from DEI, these institutions send a loud, clear message: ignorance is their preferred policy, and progress is someone else’s problem. It’s pathetic, shortsighted, and ultimately a disservice to the communities they claim to serve.

DEI Research and My Dissertation Tea

On the academic front, 2024 was a banner year for my own research (yes, I’m tooting my own horn, deal with it). My recent book, DEI-ing: A Guide to Navigating Systemic Discrimination, offered readers practical tools to implement sustainable equity strategies. The book, complemented by my ongoing research, explores how organizations can move beyond surface-level initiatives to achieve authentic transformation. Looking ahead, I aim to investigate the intersection of DEI and technology, particularly the biases embedded within AI systems and their implications for marginalized communities.

I also expanded my research into corporate accountability and DEI metrics, uncovering what actually works versus what’s just window dressing. This is a topic I’ll explore more as I move forward. For 2025, my focus will shift toward exploring the intersection of DEI and technology, because the algorithmic biases we’re seeing are a hot mess that need fixing, ASAP.

My previous research explored how systemic discrimination manifests in higher education and workplaces. My dissertation delved deep into the testimonies of Black students navigating institutional barriers, and the findings were equal parts heartbreaking and inspiring. Spoiler alert: the work confirmed what we’ve long suspected; policies without practice are just words on paper.

The Inclusologist Podcast: Coming in Hot for 2025

If you thought my blogs were fire, just wait until you hear me on the mic. In Q1 of 2025, I’m launching a new podcast called The Inclusologist. This isn’t your run-of-the-mill DEI chit-chat. We’re diving deep into actionable strategies, exposing industry secrets, and giving you the tools to build truly inclusive spaces. From thought leaders to everyday changemakers, the podcast will feature voices that challenge, inspire, and entertain. Mark your calendars; you won’t want to miss it.

Lessons from 2024: What’s Next?

As we move into 2025, here are my top tips for keeping DEI efforts alive and thriving:

1. Commitment Over Performative Action: If you’re unwilling to back your DEI goals with resources, don’t bother. Companies like Costco show us what true commitment looks like.
2. Accountability Is Sexy: Set measurable goals and report on them publicly. Transparency builds trust, and it’s that simple.
3. Center Marginalized Voices: DEI is not about saving anyone but empowering those who have been systematically excluded. Hire, promote, and learn from underrepresented talent. And I’m not saying I don’t hire the overrepresented; I’m just saying level the playing field, baby.
4. Embrace Tech with Caution: Leverage technology for equity, but keep a critical eye on biases within AI and algorithms.
5. Stay Bold, Stay Loud: DEI isn’t for the faint of heart. Speak truth to power, challenge the status quo, and don’t let the naysayers win.

Cheers to Progress

2024 taught us that DEI is a long game, not a quick fix. It’s a journey of unlearning, accountability, and relentless pursuit of equity. As we enter 2025, let’s keep pushing the envelope, holding power to account, and building spaces where everyone belongs.

Stay tuned for The Inclusologist Podcast and keep your eyes peeled for more research, blogs, and, of course, my sassy take on all things DEI. Let’s make 2025 the year we move from promise to practice. See you on the frontlines!