Decision Intelligence
My Wish for 2025- From DEI To DYOT: Reclaiming Our Power And Prosperity
By Yannick Lefang
The recent backlash against Diversity, Equity, and Inclusion( DEI) programs, with many corporations either scaling back or outrightly canceling them, has left many in Black and marginalized communities questioning their next steps. For years, DEI was paraded as the progressive answer to systemic inequities. It promised to make workplaces fairer, society more inclusive, and opportunities more equitable. But as these initiatives crumble under political and economic pressures, a hard truth emerges: DEI was never truly about inclusion. It was, and perhaps always has been, about“ Do Your Own Thing”( DYOT)- a coded reminder for marginalized groups, especially Black people, that systemic change isn’ t coming and we are ultimately on our own.
The Illusion of Inclusion
At its core, DEI presented itself as a moral imperative to address historical and structural wrongs. It spoke of representation, fairness, and belonging. Yet, for all the training sessions, task forces, and corporate pledges, the tangible outcomes have been underwhelming. While a few have climbed the ladder within these programs, the broader picture reveals that DEI was more about optics than outcomes.
For example, in 2020, companies pledged $ 50 billion toward racial equity initiatives following the murder of George Floyd. However, by mid-2023, only $ 1 billion of those commitments had been spent,
At its core, DEI presented itself as a moral imperative to address historical and structural wrongs. It spoke of representation, fairness, and belonging. Yet, for all the training sessions, task forces, and corporate pledges, the tangible outcomes have been underwhelming. While a few have climbed the ladder within these programs, the broader picture reveals that DEI was more about optics than outcomes. with little transparency on the actual impact of these funds. DEI positions, such as Chief Diversity Officers, have also experienced high turnover rates, with many professionals expressing frustration over lack of authority and organizational resistance to change.
Corporations touted their DEI initiatives in glossy annual reports and at highprofile conferences, but these efforts often lacked substance. Resources allocated to these programs were dwarfed by investments in other areas, signaling their true priority. For many organizations, DEI became a checkbox- a symbolic gesture to appease external pressures rather than a transformative framework for change.
This hollow commitment became apparent when the political winds shifted. Under scrutiny and backlash from various quarters, DEI programs were among the first to face cuts. If inclusion and equity were truly integral to these organizations, these initiatives would have been fortified, not abandoned. Instead, their rapid dismantling underscores a harsh reality: DEI was never about systemic change; it was about maintaining the status quo under the guise of progressivism.
From DEI to DYOT
Understanding this disillusionment, it becomes clear that“ Do Your Own Thing”( DYOT) isn’ t just a catchy reframing- it’ s the unspoken ethos that has underpinned much of DEI’ s failure. The message to Black communities is implicit but
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