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

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 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.

It's crucial to ensure that the candidate pool reflects the diversity we want in our teams, as this impacts the effectiveness of our work.

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

Lever's onboarding program includes a session on diversity and inclusion, emphasizing its importance from the very start of an employee's journey.

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

Diversity in hiring should be prioritized from the start to prevent a homogeneous culture that can hinder growth and innovation. As the company grows, early employees may want to take on roles like VP of Engineering, but you need to proactively discuss their career paths to retain them and maintain company culture.