Let’s Do Away with “Diversity and Inclusion”

Dr. Nika White • December 17, 2018

When I see the eye-rolling that happens in a room full of professionals as soon as the words “diversity and inclusion” are uttered, it’s hard not to wonder if maybe it’s time to rebrand our work. Their response means just by using those words, I’ve made the work even harder; harder for them to accept it, and harder for them to engage in it.

That is, if I haven’t already lost them completely at the mere mention of the term.

Negative associations

At this point in time, business and society have amassed a laundry list of negative associations with D&I. Some see it as a government-mandated inconvenience. Others see it as just another meaningless corporate activity done for the sake of saying it was done. Sometimes D&I gets conflated with affirmative action, which remains a heated political topic.

Then there’s the harm done by “diversity branding,” wherein companies adopt D&I into their corporate language but do little, if anything, to make their organizations more diverse or inclusive.

What’s in a name

Even for those who care about the issues, there’s a growing sense of fatigue from learning the new terminology that comes out. Over the years, we’ve gone from “diversity” to “diversity and inclusion” to “diversity, inclusion, and equity” (with the ominous acronym DIE). Nudging the title a bit every decade just keeps relegating it to being another corporate buzzword.

There is room for new and different terminology that breaks this mold. That’s why I’ve coined different terms to describe my role in promoting and enabling D&I. Inequity Disruptor. Intentional Inclusionist™.

Nothing has changed about the core of my work and mission when I show up, but changing my title makes a statement about what our work aims to accomplish and the mindset that will get us there.

However, some people want to hold on to old titles, saying, “It is what it is, so deal with it.” I would argue that there’s no evidence that the past language has gotten us very far. Statistics show we’re not much further along with diversity and inclusion than we were 10 years ago, so the language we chose probably isn’t having the impact we need.

Total rebrand

A brand is more than a name: It’s everything to how you come across to your audience. That’s why I make key shifts throughout my communication, such as using “underrepresented” in place of “minority.” It gets much closer to the heart of the matter, and it shows that we’re talking about more than the obvious physical differences.

I’ve seen it suggested that we get rid of all derivatives of “diverse” altogether and talk instead about “belonging.” Why? Because “diversity” has come become shorthand for “minority,” and it inadvertently communicates to majority groups that the benefits of diversity come at their expense.

That’s why we have people questioning whether diversity and inclusion is dead and offering alternatives that are hardly recognizable to people working daily for equity in our society.

Going deeper, how do you rebrand D&I within your organization? What if the message is getting stale, but it’s your responsibility to keep it salient? Language can help, but it might also be time to change your delivery mechanism. That might mean having new faces deliver the message, either by getting leadership to show more ownership or managing peers to become advocates. I’m often called in to do my work when resistance or apathy is so entrenched that the message needs to come from outside the organization entirely.

Reaching people

At the end of the day, do I really feel like everyone must throw the old terms in the trash for our work to survive? Not necessarily. The truth is, if your organization has a large population of millennials, who tend to consider D&I crucial to business success , then you’re better off keeping it. What all of us do need to do is to challenge ourselves to think about how we are showing up and how we’re approaching our work. If current language – or anything else – is truly a barrier to creating the diverse, inclusive, and equitable society we aim to create, then, yes, throw it out.

Read more from The Human Shift on Substack, where I share long-form essays on leadership, culture, and how we work and live.

Share this Content:

The Energy Behind Your Leadership - Why how you show up matters more than how much you do

By Nika White • June 15, 2026
Leaders often focus on effort. Working harder. Doing more. Giving more. But effort is not the only variable. Energy matters. The tone you bring into a meeting. The pace of your communication. The steadiness of your presence. Earlier in The Human Shift, The Body Knows Before The Mind Does, we explored how the body communicates before words. Energy is often what people remember most. A Reframe Leadership is not only what you do. It is what people experience in your presence. One Simple Practice Before your next interaction, ask: “What energy am I bringing into this?” Then adjust—slightly. Question to Consider What do people consistently feel after interacting with you? What This Looks Like In Practice In leadership and culture work, energy is one of the most overlooked drivers of performance and trust. It shapes how work feels—and how people engage. In the shift, Dr. Nika White P.S. If your team described your leadership in one word based on how it feels, what would they say?

The Leadership Habit of Anticipation- When thinking ahead becomes living ahead

By Nika White • June 8, 2026
A Strong leaders anticipate. They think ahead. They plan. They prepare. But anticipation can quietly become overextension. Living in the next moment instead of the current one. Earlier in The Human Shift, The Cost of Constant Readiness, we discussed readiness. Anticipation, when constant, keeps leaders slightly ahead of the present—which can disconnect them from what’s actually happening. A Reframe Preparation supports leadership. Over-anticipation distances it. One Simple Practice Bring your attention back to one present interaction today. Ask: "What is actually happening right now?” Not what could happen. Not what might happen. Just what is. Question To Consider How often are you leading from the present versus the future? What This Looks Like In Practice Leaders who reduce over-anticipation often report clearer communication and stronger relationships because they are responding to reality, not projection. In the shift, Dr. Nika White P.S. Where are you currently living ahead of the moment instead of in it?

The Subtle Drift into Disconnection - How it happens without anyone noticing

By Nika White • June 1, 2026
Disconnection rarely happens all at once. It builds slowly. A conversation you rush through. A moment you don’t fully listen. A tension you move past instead of addressing. Over time, these moments accumulate. Earlier in The Human Shift, Inclusion Isn’t Exhausting – Disconnection Is , we explored inclusion as lived experience. Disconnection is often not intentional—it is the result of repeated missed moments of connection. A Reframe Disconnection is not a single event. It is a pattern of small moments. One Simple Practice Today, in one conversation, slow down enough to fully listen—without preparing your response. Just notice. Question To Consider Where have small moments of disconnection quietly added up? What This Looks Like In Practice In culture work, repairing disconnection rarely requires large interventions. It requires consistent attention to everyday interactions. In the shift, Dr. Nika White P.S. When was the last time you felt fully present in a conversation?

When Presence Replaces Performance - Why leadership effectiveness isn’t always about doing more

By Nika White • May 27, 2026
In high-performing environments, leaders often feel the need to demonstrate value constantly. Speaking. Solving. Contributing. But not all leadership is visible. Sometimes the most impactful presence is quiet. Earlier in The Human Shift, The Shift From Bracing to Grounding , we explored grounding as staying connected to yourself in the moment. Presence allows leaders to influence without constant action. A Reframe Leadership is not always what you do. Sometimes it is how you are. One Simple Practice In your next meeting, contribute one fewer time than you normally would. Instead, observe: What changes when you create more space? Question To Consider What would shift if you trusted your presence as much as your output? What This Looks Like In Practice Leaders who learn to use presence intentionally often find their influence increases—not decreases—while their effort becomes more sustainable. In the shift, Dr. Nika White P.S. Where might doing less actually strengthen your leadership today?

The Weight of Unspoken Expectations - What leaders carry that no one names

By Nika White • May 19, 2026
Not all expectations are stated. Some are felt. You feel them in how quickly you respond. In how prepared you need to be. In how little room there seems to be for uncertainty. These expectations shape behavior—even when no one has said them out loud. Earlier in The Human Shift, Culture is What People Carry Home, we explored how culture is what people absorb. Unspoken expectations are one of the most powerful ways culture is transmitted. A Reframe What is unspoken is often what is most influential. One Simple Practice Ask yourself: “What expectations am I operating under that no one has actually confirmed?” Then question one of them. Question to Consider What might change if you clarified one assumption you’ve been carrying? What This Looks Like In Practice In organizational work, many performance patterns are driven less by formal expectations and more by perceived ones. Naming them creates immediate relief and clarity . In the shift, Dr. Nika White P.S. What expectation are you currently meeting that may not actually exist?

The Tension Between Speed and Clarity - Why moving quickly can sometimes create more work later

By Nika White • May 11, 2026
Speed often feels like progress. Decisions made. Meetings closed. Momentum maintained. But speed and clarity are not the same. Earlier in The Human Shift, The Cost of Constant Readiness, we explored how readiness can create urgency where it may not actually exist. When leaders move quickly from that state, decisions can reflect pressure more than perspective. A Reframe Speed moves things forward. Clarity moves things well. One Simple Practice Before your next decision, ask: “Am I choosing speed—or am I choosing clarity?” If it’s speed, ask: “What would clarity require right now?” Question to Consider Where might slowing down actually create stronger outcomes? What This Looks Like In Practice Many organizations don’t suffer from slow decision-making—they suffer from fast decisions that require correction. Clarity reduces rework.. In the shift, Dr. Nika White P.S. What decision today would benefit from just a little more space?

When Responsibility Becomes Identity - The moment leadership stops being a role and becomes who you are

By Nika White • May 4, 2026
High-capacity leade rs often say: “I’ll take care of it.” At first, it’s situational. Then it becomes habitual. Eventually, it becomes identity. You’re the one who handles things. The one people trust. The one who doesn’t drop anything. But identity-level responsibility is different. It doesn’t turn off. Earlier in The Human Shift, Capacity is not Infinite, we explored capacity as information. When responsibility becomes identity, capacity signals are often overridden—not because leaders don’t feel them, but because they don’t believe they can respond to them. A Reframe Responsibility is a role you hold. Not a definition you carry. One Simple Practice Today, notice one “yes” you give automatically. Pause. Then ask: “If I didn’t see this as mine by default, what would I choose?” Question To Consider Where has your sense of responsibility expanded beyond what is actually yours? What This Looks Like In Practice In leadership development work, one of the most important shifts is helping leaders separate identity from role. When that happens, both performance and sustainability improve. In the shift, Dr. Nika White P.S. What responsibility do you carry right now that no one explicitly asked you to hold?

The Cost of Being the Calm One-When Composure Becomes Your Default Role

By Nika White • April 27, 2026
Some leaders become known as “the calm one.” The one who steadies the room. Who doesn’t react. Who absorbs tension without showing it. It’s a valuable presence. But over time, it can quietly become a role you feel responsible to maintain. Not because it’s always needed. But because it’s expected. Earlier in The Human Shift, The Shift from Bracing to Grounding , we explored how leaders often move into bracing without realizing it. Being “the calm one” can sometimes be a more refined version of the same pattern—holding steady externally while managing pressure internally. A Reframe Calm is not a performance. It is a state that requires support. One Simple Practice Notice one moment today where you feel responsible for stabilizing others. Instead of immediately holding that role, pause and ask: “Is steadiness needed here—or am I used to providing it?” Question to Consider Where has your composure become something you feel you must maintain rather than something you can access? What This Looks Like In Practice Many leaders I work with don’t struggle with composure—they struggle with the cost of sustaining it alone. When shared steadiness becomes possible, leadership begins to feel lighter. In the shift, Dr. Nika White P.S. Where in your leadership do you feel most responsible for “holding the room”?

Sustainable Authority - Authority That Doesn’t Rely On Intensity

By Nika White • April 20, 2026
Some leaders repeat directions often. Others rarely need to.  The difference is not position. It is trust in their steadiness. Authority rooted in pressure requires monitoring. Authority rooted in presence requires less reinforcement. This connects back to grounding, in The Human Shift, The Body Knows Before the Mind Does. When leaders are regulated, direction travels clearly without amplification. Reframe Authority is not measured by force. It is measured by reliability. One Grounded Practice Before giving direction, slow your speaking pace by 10%. Then deliver the message once, clearly and calmly. Consistency communicates confidence more than volume does. Closing Reflection Do people follow your direction because they understand — or because they feel urgency? Contextual Depth Signal Leaders who cultivate a steady presence often find they need fewer reminders, corrections, and escalations. Regulation reduces management load. In the shift, Dr. Nika White P.S. When you give direction, what do you think your team experiences — clarity or pressure?

The Leadership Aftermath - What People Carry After Interactions Shapes Culture More Than The Interaction Itself

By Nika White • April 13, 2026
Leaders often focus on how meetings go. But the greater influence is what happens afterward. What people replay during their commute. What they describe at dinner. What they anticipate the next morning. Leadership is remembered less for exact wording and more for internal experience. Earlier, in The Human Shift, Culture Is What People Carry Home, we discussed how the emotional residue of leadership interactions shapes engagement more than policies do. Reframe Leadership influence continues after the conversation ends. One Grounded Practice After a meeting, pause for one minute and ask: “If I were in that conversation as a participant, how would I feel right now?” Not how you intended. How it likely landed. Closing Reflection What emotional tone do your interactions leave behind? Contextual Depth Signal Organizations often attempt culture change through communication strategies, but emotional experience — not mes saging — is what employees actually carry. In the shift, Dr. Nika White P.S. After a typical meeting with you, what do you think people feel most — clarity, pressure, or steadiness?