Defending DEI: Challenging Assumptions and Encouraging Curiosity

Nika White • September 15, 2023

Diversity, Equity, and Inclusion (DEI) have become critical components of modern workplaces, aiming to foster a more inclusive and equitable environment for all individuals. However, in our efforts to create a diverse and inclusive culture, it is important to distinguish between embracing DEI from a disempowering perspective versus an empowering one. This article will explore the difference between the two approaches and provide examples to encourage open-mindedness, curiosity, and conversation surrounding DEI.

1. Disempowering Position on DEI:
When individuals adopt a disempowering position on DEI, they often react defensively to questions or curiosities, fearing offense or misunderstanding, or feel defeated when the work is challenged or negated. This defensive posture can hinder progress and prevent meaningful dialogue, creating an environment of reluctance and silence.

Examples of a disempowering position on DEI may include:


a) Avoiding discussions: People may avoid engaging in conversations about DEI for fear of saying the wrong thing or unintentionally causing harm. This avoidance limits opportunities for learning, growth, and understanding.


b) Shaming curiosity: When someone asks questions about DEI, responding with dismissiveness or defensiveness may discourage them from seeking further understanding. It is essential to create a safe space where questions can be asked without judgment.


c) Silencing different perspectives: In a disempowering environment, dissenting viewpoints may be suppressed or dismissed, preventing the exploration of alternative approaches to DEI. This hinders progress and limits diverse perspectives from being heard.

2. Empowering Position on DEI:
On the other hand, an empowering position on DEI embraces curiosity, questions, and a growth mindset. It recognizes that genuine understanding and progress come from open dialogue and a willingness to learn from different perspectives. An empowering position on DEI also knows how to effectively navigate naysayers and negativity concerning DEI, not allowing the devaluing sentiments to move us from our charge of defending DEI and maintaining its significant impact on society. 

Examples of an empowering position on DEI may include:


a) Welcoming questions: Encouraging questions demonstrate an openness to discuss DEI topics and allow for educational moments. By creating a safe space for curiosity, individuals can challenge assumptions, learn, and grow together.


b) Engaging in dialogue: Actively participating in conversations about DEI enables diverse perspectives and experiences to be heard and valued. Healthy discussions foster a deeper understanding of the issues at hand, leading to collaborative strategies for creating an inclusive environment.


c) Cultivating a learning culture: An empowering approach to DEI encourages continuous learning and education. Companies can offer resources, workshops, and training programs to foster understanding, empathy, and skill development among employees.

Final Thoughts
Defending DEI requires us to embrace an empowering position rather than a disempowering one. Open-mindedness, acceptance of questions and curiosities, and a commitment to ongoing learning are key elements to creating a truly inclusive and equitable environment. By fostering an empowering culture surrounding DEI, we can engage in meaningful discussions, challenge assumptions, and work together to build a more inclusive future.

So, let's embrace DEI with a welcoming and empowering stance, inviting curiosity, and understanding, and constructively addressing questions and concerns. Together, we can create a workplace culture that thrives on inclusivity, pushing boundaries, and achieving real and sustainable progress.

Remember, DEI is a journey, and it is through open hearts and minds that we can truly make a difference.

Note: The examples and perspectives shared in this article are general in nature and intended to provide a starting point for discussion and reflection. The approach to DEI within each organization may vary, and it is essential to tailor strategies to specific contexts and needs.

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

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Curiosity Changes the Climate - Why questions often move people further than answers

By Nika White • September 8, 2026
Many leaders feel pressure to have answers. It's understandable. People look to leaders for direction, especially when things feel uncertain. But some of the most influential leaders I've worked with ask better questions instead of giving faster answers. Questions create space. Answers often close it. Earlier in The Human Shift, we explored how people respond to a leader's presence before they respond to their words . Curiosity creates a different kind of presence. It tells people their perspective matters before a solution is ever offered. A Reframe The goal isn't to have the smartest answer. The goal is to create the kind of conversation where better thinking becomes possible. One Simple Practice The next time someone brings you a challenge, resist solving it immediately. Instead ask, "What do you think is most important for us to understand before we decide what to do?" Then listen. What This Looks Like In Practice A manager walks into a meeting ready to solve a recurring team issue. Instead of offering her recommendation first, she invites the team to share what they're noticing. The conversation uncovers a pattern no one had previously connected. The solution becomes stronger because more people helped build it. Question to Consider Do people leave conversations with you feeling like they contributed or simply received direction? In the shift, Dr. Nika White P.S. When was the last time a thoughtful question changed your perspective?

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By Nika White • August 31, 2026
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By Nika White • August 24, 2026
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By Nika White • August 17, 2026
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When People Stop Bringing You Problems - Why This Isn't Always a Sign of Progress

By Nika White • August 10, 2026
Leaders often celebrate when complaints decrease. Concerns become less frequent. Questions slow down. Conflict seems to disappear. Sometimes that's a sign of growth. Sometimes it's a sign that people have stopped bringing things forward. Earlier in The Human Shift, When Teams Stop Telling You Things , we explored silence as a cultural signal. Silence is not always agreement. Sometimes it is adaptation. People learn what feels worth raising. What feels safe to discuss. What is likely to go nowhere. A Reframe A lack of problems does not automatically mean a healthy culture. One Simple Practice Ask someone you trust: "What is something people may be hesitant to tell me?" Listen without defending. What This Looks Like In Practice A leader notices fewer concerns being raised in meetings. Instead of assuming everything is fine, she creates space for honest conversation. What emerges isn't crisis. It's information that had simply been waiting for a safer place to surface. Question to Consider What information might be missing from the conversations you're having? In the shift, Dr. Nika White P.S. When people disagree with you, do they usually tell you?

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By Nika White • August 4, 2026
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By Nika White • July 27, 2026
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By Nika White • July 20, 2026
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By Nika White • July 13, 2026
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By Nika White • July 6, 2026
One of the first signs that capacity is stretched isn't exhaustion. It's compression. Everything starts feeling equally important. Every email. Every request. Every conversation. Every decision. There is no hierarchy. Just urgency. Earlier in The Human Shift, The Cost of Constant Readiness , we explored how constant readiness changes perception. When the nervous system stays activated for too long, discernment becomes harder to access. The result is that everything begins competing for the same attention. A Reframe When everything feels urgent, the problem is often not workload. It's a lack of space. One Simple Practice At the beginning of your day, identify one thing that truly matters. Not three. Not five. One. Let that become your anchor. What This Looks Like In Practice A leader begins every morning reviewing a long list of tasks. By lunchtime, she feels behind. When she shifts her focus to identifying the most important outcome for the day, her decision-making improves and her stress decreases. The work doesn't disappear. The relationship to the work changes. Question to Consider What would happen if not everything deserved equal access to your attention? In the shift, Dr. Nika White P.S. What is taking up attention right now that may not actually deserve it?