The criticism of DEI often stems from a misunderstanding of its goals versus its execution, especially in academic settings.

The ideal of DEI is beautiful, but its implementation often protects underperforming employees, which can hinder organizational effectiveness.

In corporate America, discussions about Diversity, Equity, and Inclusion (DEI) often revolve around ideology, and many leaders feel pressured by universities to adopt these ideologies.

Diversity, equity, and inclusion (DEI) initiatives are essential, but there's been backlash against them, especially in big tech, which we need to address.

The diversity and inclusion movement's aspirations are generally positive, but the methods employed can sometimes hinder effective outcomes.

The essence of DEI programs is to expand the pool of potential applicants and ensure that once hired, individuals are supported to succeed.

In the corporate world, I focus on DEI because that's where I operate, and I see a need for better implementation of these ideals.

Some institutions misuse ISAs by reducing scholarships, which ultimately increases the cost of education for students instead of expanding access.

The failure of universities to adapt and evolve is a systemic issue that requires a significant overhaul, as they have become insulated from accountability and change.