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.

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

I haven't felt any pressure to make business choices regarding DEI; it's always been my decision based on my experiences.

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

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

I encourage everyone to think about diversity as they start their own companies, as it can have a significant impact on the workplace culture.

While the goal of DEI is commendable, the way it's implemented in universities often leads to inefficiencies and rising costs.

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

Diversity on your board is crucial; it can enhance perspectives and make employees feel more connected to the company. I wish I had prioritized it sooner.