There’s a full-blown attack on DEI—Diversity, Equity, and Inclusion. They’re coming for programs, policies, and positions under the tired banner of “reverse discrimination.”

So you’ve been seeing all this stuff about social justice movements throughout history and today, and you’re wondering, “OK, but what can I actually do?” I get it!

We’re cutting through the corporate-speak to talk about what actually works when it comes to diversity, equity, and inclusion training programs in the workplace.

As someone who’s been in the diversity consulting space for years, I’ve seen firsthand how companies are trying to figure out what this all means for them.

Every time Black History Month rolls around, my social feeds blow up with lists of black-owned businesses to support.

Every February, like clockwork, my social media feeds fill up with the same debate about whether we should even have Black History Month. But in 2025, we’re having a whole different conversation.

“Truthing” is shaking things up, and its creator Randi B. isn’t pulling any punches when it comes to real talk about Black identity.

In the Black community, code-switching has become so normalized that it’s generationally hardwired into us.

When people use the term “DEI hire” as a dig, they’re essentially suggesting that the person is somehow less qualified, kind of at the bottom of the barrel, or has an unfair advantage.

While some major companies are quietly backing away from their diversity, equity, and inclusion (DEI) programs, Costco is standing firm.

After the civil unrest in 2020, many companies rushed to roll out DEI initiatives. While their intentions may have been good, their execution often fell flat.

Questions about diversity and inclusion can feel uncomfortable, but that is where growth happens.

Fostering inclusion in a virtual environment is essential for creating a culture where everyone feels valued.