🧩 Why has DEI become a "trend"?

Although Diversity, Equity, and Inclusion (DEI) may sometimes appear to be a passing trend, its origins and impact run much deeper — both historically and strategically.

📜 The Historical Roots of DEI

DEI efforts were born out of major global and civil rights movements. After World War II, the Universal Declaration of Human Rights (1948) set the foundation for equality. In the United States, the Civil Rights Act of 1964 prohibited discrimination based on race, gender, religion, or origin.Over time, these efforts expanded to include rights for women, the LGBTQ+ community, people with disabilities, migrants, and other underrepresented groups. What began as legal reform evolved into a broader cultural and organizational imperative.

🚀 Why the Surge in Interest?

Several forces have fueled DEI’s rise in the corporate world:

• Business performance: Studies by McKinsey (2014–2019) show that companies in the top quartile for diversity are 25–36% more likely to outperform their peers in profitability.

• Innovation: Diverse teams are more likely to generate innovative solutions, with over 80% of professionals agreeing that diversity drives innovation.

• Talent attraction and retention: DEI helps organizations appeal to a broader, more talented candidate pool — and keep them.

• ESG alignment: DEI is now considered a critical element of environmental, social, and governance (ESG) frameworks, which are increasingly valued by investors and stakeholders.

⚖️ Is DEI just a trend or a long-term strategy?

• As a trend: In some companies, DEI is adopted as a checkbox activity — a symbolic or performative effort in response to social pressure or public image concerns. This often leads to superficial actions with little real change.

• As a strategy: Forward-thinking organizations embed DEI into their core values, leadership development, talent management, and innovation practices. For these companies, DEI is not just ethical — it's strategic and sustainable.

🛑 Tensions and Backlash

While many organizations have embraced DEI, others are experiencing internal or political resistance:

• In the U.S., some political actors have called for a rollback of DEI programs, arguing they conflict with merit-based systems or generate division.

• This has sparked debates around “wokeness,” “reverse discrimination,” and the politicization of corporate values.

• Despite this, many global companies are holding firm — quietly evolving their DEI strategies rather than abandoning them.

🌱 Why DEI is here to stay

1. It addresses structural inequalities that still exist in our societies and workplaces.

2. It delivers measurable value — in financial performance, innovation, employee engagement, and brand reputation.

3. It supports sustainable business models through ESG and long-term stakeholder trust.

4. It is evolving, not disappearing — adapting to context, reframing language, and innovating approaches in response to external challenges.

While DEI may seem like a trend due to its rising visibility, it is in fact a long-term transformation rooted in human rights, social justice, and business performance. The key challenge for organizations today is to move beyond symbolic gestures and invest in meaningful, measurable, and sustainable inclusion.