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.

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.

Authentic founders who care about diversity and inclusion can inspire their teams to embrace these values, leading to a more inclusive culture.

The biggest roadblock to making hiring more inclusive is the misconception that software alone can solve the problem without addressing deeper cultural issues. More companies are increasingly prioritizing diversity and inclusion, recognizing it as essential rather than optional.

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

Diversity means looking for quality employees where others aren't looking, equity means setting them up for success, and inclusion means providing support for their unique needs.

Since starting the conversation about diversity, our hiring numbers have improved slightly, but it's still uncertain if this trend will continue.