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.

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.

If employees are not healthy or are worried about their families, it negatively impacts company performance more than any DEI program.

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

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

Quotas are illegal unless trying to repair past discrimination, and poorly implemented DEI programs can lead to reverse discrimination, but there's more discrimination against people of color than against white individuals.