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.

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

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

Inclusion at a small company means being proactive about creating a culture where everyone feels comfortable discussing diversity and inclusion issues.

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

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

Diversity and inclusion initiatives at LinkedIn are critical and must be championed from the top, with leaders like Jeff Weiner committing time and resources to drive meaningful change.