top of page
  • Facebook
  • LinkedIn
  • Twitter
  • Instagram
  • Vimeo
  • Writer's pictureRob Stalder

Top five myths about DEI

Diversity, Equity and Inclusion (DEI) have become increasingly important topics in the workplace and beyond, and we’re seeing organizations of all sizes making efforts to create a more equitable and inclusive environment for their employees.

That said, there are still many myths surrounding DEI that can hinder progress. It’s essential to understand these common misconceptions so we can work towards creating truly diverse, equitable, and inclusive environments where everyone feels welcome and valued.

Here is a look at five of the most pervasive myths about DEI initiatives:

Myth 1: "DEI is a one-time project."

Many people think of DEI as something that can be done quickly and easily with a one-time effort. The truth is, DEI initiatives require ongoing work and commitment to ensure success. It’s important to build an effective plan from the start, but also maintain it over time by regularly reviewing progress, measuring outcomes, and making changes as needed. This means that DEI must remain a priority within the organization for long-term success.

Myth 2: "Being “diverse” is enough."

While having representation from different backgrounds is certainly important in creating an inclusive workplace, simply having diversity isn't enough to foster equity or inclusion. Organizations need to cultivate a culture of respect, acceptance, and understanding—which requires an intentional effort and commitment from all team members. This includes recognizing biases and challenging inequitable systems that limit opportunity for certain employees.

Myth 3: "We’re already doing enough to promote DEI."

Even if your organization is making some efforts towards diversity, equity, and inclusion, the simple truth is that there is always more work to be done. It’s important to regularly assess progress and identify areas where improvements can be made. This could include things like implementing new policies or procedures, or providing additional training or resources to help create an environment where everyone feels welcome and valued.

Myth 4: "Diversity initiatives are only focused on race / gender / ethnicity."

While these factors are certainly important, DEI initiatives should encompass much more than just race and gender. Organizations need to consider a wide range of identities and experiences in order to truly create an open and equitable environment. This could include things like age, sexual orientation, religion, language, physical abilities or disabilities, educational background, etc.

Myth 5: "We don’t have the resources for DEI initiatives."

It’s true that some DEI efforts do require additional investments of time and money—but there's a lot you can do without breaking the bank. Many organizations are finding success with simple steps like inviting diverse speakers to share their perspectives; implementing diversity training for employees; creating networking opportunities for underrepresented groups; or establishing an employee resource group. All of these efforts can help create a more equitable and inclusive work environment, without requiring major financial investments.

Ultimately, DEI initiatives are essential for creating workplaces where everyone feels welcome and valued. By understanding and dispelling common myths around DEI, organizations can make better-informed decisions when it comes to building a truly diverse, equitable, and inclusive environment. We’re excited to see the progress that is being made in this area, and we look forward to continuing to support organizations on their journey towards greater equity and inclusion!

If you found this blog post helpful, please share it with your friends and colleagues. And if you have any other tips, share them in the comments below.



Rob Stalder is driven by the one thing he values most in life: joy. The joy in feeling like a kid again, the joy in fulfilling a sense of adventure, the joy in making a difference in peoples’ lives and the joy in helping others become the best versions of themselves. He uses the skills and expertise he's garnered throughout his career to bring joy to life—both for himself and for others.



bottom of page