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

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.

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.

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

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

When teams are misaligned, it often stems from pursuing different strategies or a lack of clarity on what the strategy is, rather than just execution problems.

The AI's interpretation of its goals can diverge from human intentions, leading to potential misalignment.