42 Years of DEI: Reflections, Realities, and the Road Ahead

Forty‑two years ago, when I founded The Winters Group, the field of diversity, equity, and inclusion (DEI) looked very different. We did not yet use terms like “psychological safety,” “belonging,” or “inclusive leadership.” What we did have was a deeply held belief that workplaces—and the world—could be better when we fully valued people across cultures, identities, and lived experiences. Our mission and vision have never wavered.

As we celebrate our 42nd anniversary, I find myself reflecting on the progress from the passage of the Civil Rights Act of 1964 to today. The Act was a watershed moment—an unmistakable affirmation that the United States recognized the need to legislate fairness because it would not happen without making it law.  Since its passage, we have witnessed many advances in the workplace. Women, people of color, LGBTQ+ employees, people with disabilities, and immigrants have pushed open doors once sealed shut. Organizations began recognizing that difference is not a deficit, but a source of innovation, creativity, and possibility.

Through the 1970s and 1980s, the focus was primarily on affirmative action and compliance—ensuring that organizations met the letter of the law. But as the decades unfolded, a wider understanding emerged: equity is not simply about representation; it is about cultivating environments where everyone can thrive. In the 1990s and early 2000s, diversity training expanded, employee resource groups emerged across industries, and forward‑looking leaders began to realize that inclusion wasn’t a “nice to have”; it was a business imperative. Over the past fifteen years, research has only strengthened and confirmed this point: diverse and inclusive workplaces outperform those that are homogenous and non-inclusive by nearly every measure that matters.

The wins are significant. They demonstrate what is possible when people commit to shared humanity and collective progress. 

Yet anniversaries invite not only celebration but also contemplation. And the truth is that DEI stands at a crossroads.

What was once seen as irreversible progress, enshrined in the civil rights laws of the 1960s, is unraveling, piece by piece, with court challenges to affirmative action and other protections for historically marginalized groups. Across the country and even globally, anti-DEI legislation is spreading, books are being banned, and honest conversations are being silenced. The shift has been jarring and frustrating for those of us who believe in and fight for equity. The Trump administration’s policies are systematically working to unravel the over six decades of progress. The work of diversity, equity, and inclusion has been so weaponized that many are even afraid to utter those three words. Our work advocating for diversity, equity, and inclusion seems to have, in a flash, gone from an undisputed vision for society to an evil ideology to be stamped out wherever it exists.

Misconceptions and disinformation about DEI have been amplified. DEI has been wrongly framed as divisive, exclusionary, or only for certain groups. As efforts to dismantle or diminish DEI programs increase, inequities persist, and our workplaces grow more diverse, globally interconnected, and culturally complex.

But here is what 42 years in this work have taught me:

We cannot allow fear, fatigue, or false narratives to derail progress.
DEI is not a trend.
It is not a political stance.
It is not a zero-sum game.

DEI is ultimately about humanity. It is about creating a world—and workplaces—that work for all of us.
At its heart, DEI invites us to ask: How do we treat one another? How do we honor different life experiences? How do we cultivate trust, community, and safety? How do we recognize the dignity of every person? These questions are universal. They transcend race, gender, nationality, orientation, or ability. They sit at the intersection of who we are as human beings and who we aspire to be.

And this moment, challenging and fatiguing as it may be, calls us not to retreat, but to recommit.

We must be realistic about the roadblocks, yes, but also steadfast in our belief that equity is not only possible, it is imperative if we want to thrive as a society. If history teaches us anything, it is that progress has always faced opposition. The Civil Rights Act of 1964 itself was controversial in its time. Workplace integration was fiercely resisted in many quarters. Gender inclusion, disability rights, and LGBTQ+ protections were each met with skepticism, fear, or hostility. Yet progress prevailed because people pushed forward.

Today is no different.

Our work must continue to be about transforming hearts and minds. We believe that inclusion is not achieved through checklists, slogans, or once-a-year events. It emerges from intentional, sustained, and values-driven action—from the willingness to listen across difference, to acknowledge harm, to address inequity, and to design workplaces where everyone—truly everyone—can grow. We need courageous leaders who will openly stand up for DEI and counter the false narratives being perpetuated by the current administration.

As we enter our 43rd year, I am filled with renewed hope.  Even though we need more, I still see organizations leaning into equity as a strategic imperative. I see younger generations—globally connected and deeply justice-oriented—challenging old systems and imagining new ones. I see global movements reminding us that our struggles and triumphs are interconnected. I see leaders recognizing that inclusion means everyone and that it takes concerted effort to achieve. And I continue to see, every day, the profound transformation that occurs when people commit to learning, unlearning, and expanding their cultural humility. The truth is, more people support DEI in the workplace than oppose it. According to a 2025 report from Catalyst Inc and the Meltzer Center for Diversity, Inclusion, and Belonging at NYU School of Law, 76% of employees said they are more likely to stay in their job long term if their employer continues to support DEI. While 43% said they would quit their job if their employer stopped supporting DEI. The problem is that the small number who want to dismantle progress currently have the power to do so. We must continue to coalesce in support of DEI. Our very survival as a society depends on it. 

I am profoundly grateful for the partners, colleagues, clients, and changemakers who have walked this journey with us over the past 42 years. And I am optimistic for what lies ahead. The work continues because it must. And because we are, together, more than capable of building workplaces and communities rooted in unity, harmony, and shared humanity. Thank you for being part of this journey.