2. From DEI to Human-Centered Leadership
A Rebrand for Global Impact
From DEI to Human-Centered Leadership: A Rebrand for Global Impact
Few issues have polarized the American political landscape in recent years like Diversity, Equity, and Inclusion (DEI). The fiercest attacks come from conservative media, which has mischaracterized DEI as divisive and anti-meritocratic, even labeling it “reverse racism.” Right-wing advocates have used this rhetoric to discredit the achievements of historically underrepresented groups, particularly racial and ethnic minorities. Yet DEI isn't without criticism from the left. Many progressive voices argue that too many DEI programs are performative—focused on optics rather than creating meaningful change in workplace culture and equity.
Across the political spectrum, pundits have pointed out that the momentum behind corporate DEI efforts, sparked by the 2020 civil rights protests, has all but faded in today’s hyper-partisan climate. Citing prominent companies that have scaled back or abandoned their diversity initiatives some critics claim that DEI is "dying."
However, this narrative is misleading. While headlines may trumpet the retreat of some companies from DEI, they often exaggerate or misrepresent the facts. DEI strategist Lily Zheng has noted how media platforms contribute to misinformation by portraying symbolic gestures—like a company not participating in a Pride parade—as signs of DEI’s collapse. But the data tells a different story: A 2024 Littler survey found that 57% of executives reported expanding their DEI activities, while only 6% reported a decrease. Similarly, a Pew Research Center survey revealed that 56% of workers hold a positive view of DEI in the workplace, and only 16% see it negatively .
These statistics show that, despite the noise, DEI remains an important strategy for many organizations. The real challenge lies in combating the misinformation that distorts public perceptions of DEI and undermines its goals.
The DEI Branding Problem
While the “fall of DEI” may be exaggerated, it’s clear that DEI suffers from a branding problem.
One of the main issues with DEI as it currently stands is the complexity of its message. DEI is often misunderstood as focusing solely on representation, which can lead to its principles being criticized as tokenistic or segregationist. In reality, DEI is about far more than just numbers—it's about fostering a sense of belonging, combating workplace discrimination, and ensuring that opportunities for advancement are equitable for all employees.
Unfortunately, the nuances of DEI become often lost in translation, especially across different political and cultural contexts. DEI originated in the United States, born out of the country’s unique and complex histories of race, immigration, and systemic inequality. But in other countries, these issues are understood and experienced differently. When U.S.-centric DEI frameworks are applied abroad without being adapted to local cultural contexts, they can be seen as ethnocentric or even imperialistic. Meanwhile, within the U.S., DEI has become a political lightning rod. Along with terms like “woke” and “critical race theory,” far-right channels have distorted the meanings, priorities, and scope of DEI. In some circles, “DEI hire” has been weaponized as a derogatory label for people of color in leadership roles, including Vice President Kamala Harris and Supreme Court Justice Ketanji Brown Jackson.
This politicization has real consequences. DEI programs risk being undermined by hostile environments that alienate the very employees they are meant to support. The challenge, then, is not just defending DEI, but finding more effective ways to communicate its value and adapt it to different cultural contexts.
Human-Centered Leadership: A Practical Alternative?
Is there a better way to convey the goals and promise of DEI, particularly in international markets?
Rather than abandoning DEI, the solution may lie in rebranding it to make its objectives clearer, more universal, and easier to implement across diverse contexts. Human-centered leadership offers such a model—one that aligns with DEI's goals but avoids some of its more polarizing connotations.
At its core, human-centered leadership focuses on the well-being, growth, and development of individuals within an organization. It emphasizes understanding the specific needs and experiences of team members to foster a more inclusive and supportive workplace. Leaders who adopt this approach prioritize psychological safety, emotional intelligence, and cultural competence, creating workplaces where employees feel valued and empowered to contribute fully. This people-centered focus drives collaboration, innovation, and long-term success for both individuals and organizations.
Like DEI, human-centered leadership emphasizes intersectional leadership and cultural competence as tools for improving workplace performance and equity. Intersectional leadership recognizes that individuals' identities are shaped by multiple factors—such as race, gender, class status, and disability—that interconnect and influence their workplace experiences. In increasingly diverse workplaces, leaders must navigate these complexities to create inclusive policies that meet the needs of a varied workforce. Additionally, the emphasis on cultural competence helps translate DEI goals into practices that are adaptable to local contexts, avoiding the cross-cultural pitfalls of imposing U.S.-centric models abroad.
The Case for Human-Centered Leadership in a Global Context
Human-centered leadership reframes DEI in a more expansive, universally relevant way, addressing a broader global concern: workplace well-being. Surveys from international organizations highlight an ongoing crisis of human sustainability in the workplace, with issues like burnout, lack of belonging, and deteriorating mental health on the rise worldwide.
By prioritizing psychological safety, empathy, and emotional intelligence, human-centered leadership tackles these issues directly. It fosters an environment where employees feel safe, valued, and supported, which in turn promotes a stronger sense of belonging and inclusion.
In this sense, all DEI work is inherently human-centered leadership—it’s simply a matter of reframing the conversation.
A More Sustainable Path Forward
A key to making human-centered leadership a global standard is recognizing that it already encompasses DEI’s objectives. Whether it’s promoting equity in advancement, cultivating inclusive environments, or ensuring fair hiring practices, human-centered leadership aligns with DEI’s goals. The difference? It’s less likely to provoke the same political and cultural backlash, particularly in international contexts where DEI may be misunderstood.
Reframing DEI as human-centered leadership allows organizations to adapt its principles to different cultural environments without diluting its core purpose. By centering on creating sustainable, people-focused work environments, human-centered leadership helps ensure that every individual—regardless of race, gender, or background—can thrive.
DEI Is Evolving, Not Dying
Despite rising anti-DEI sentiment, it’s important to separate fact from fiction. While backlash against DEI is real, it is not the end of the story. DEI is evolving, and through the lens of human-centered leadership, its goals of inclusion, equity, and diversity can continue to be advanced.
The challenge now is finding new ways to communicate these priorities and convincing skeptics that DEI—by any name—is not a fleeting trend but an essential component of resilient, thriving organizations. Embracing human-centered leadership could be the key to ensuring these values endure, creating workplaces that truly work for everyone.
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Very interesting read!