Rolling Back Diversity, Equity, and Inclusion Is Bad Business—Period!
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Growing up as the daughter of an immigrant mother from El Salvador, I learned early on what it means to fight for opportunity. My mother left her home country—a place she loved but had to leave behind as a civil war loomed—for chance at a better life. That decision wasn’t easy, but it was necessary. Her courage and determination to build a future against all odds became the foundation of my own resilience and drive.
As a Latina in tech, I carry those lessons with me every day. I’ve worked hard to break barriers in an industry where people who look like me are still vastly underrepresented. My journey hasn’t been without challenges—from subtle microaggressions to blatant discrimination—but I’ve remained steadfast, fueled by the belief that diversity is not just a buzzword but a critical element of progress and innovation.
Yet today, I find myself deeply disheartened by what is happening across the tech industry and beyond. Companies are pulling back on Diversity, Equity, and Inclusion (DEI) programs—programs that were designed to level the playing field and create opportunities for people who, like my mother and myself, have had to fight for a seat at the table. These rollbacks are not just disappointing; they are alarming. They signal a regression, a step backward in an industry that should be leading the charge for equity and inclusion.
From a business perspective, rolling back DEI is a terrible idea. Companies in the top quartile for ethnic and racial diversity are 36% more likely to have financial returns above their industry average, according to McKinsey. Organizations with more gender-diverse executive teams are 25% more likely to outperform their peers. Diverse teams bring fresh perspectives, foster innovation, and drive better decision-making. Yet, despite these clear benefits, DEI programs are often among the first initiatives to be cut during economic downturns, sending a damaging message about their perceived importance.
Another misconception about DEI is that it only benefits Black and Brown communities. The truth is, DEI is for everyone. It’s about ensuring equitable opportunities for all underrepresented and marginalized groups. So, who qualifies under the DEI umbrella?
Women: Gender diversity in leadership fosters stronger business outcomes and more inclusive work environments.
People of Color: Representation matters and creating pathways for diverse racial and ethnic groups leads to broader perspectives and increased innovation.
LGBTQ+ Individuals: Without DEI initiatives, efforts to create safe and inclusive workplaces for all identities can stall or disappear entirely.
People with Disabilities: Accessibility initiatives are often a critical part of DEI programs and risk being deprioritized. The devices you’re all using right now to read this article are designed with accessibility in mind.
Veterans: Programs aimed at integrating veterans into corporate environments provide pathways for experienced professionals transitioning into civilian careers.
Younger and Older Workers: Age discrimination is real, and workplaces that value new ideas, experience and intergenerational collaboration thrive.
Religious Minorities: Creating environments where people of all faiths feel welcome fosters stronger workplace cultures.
Neurodivergent Individuals: Embracing different ways of thinking and problem-solving is a key driver of creativity and innovation.
Socioeconomically Disadvantaged Individuals: Those from low-income backgrounds often face systemic barriers to entry and advancement in many industries. Growing up in East Los Angeles, I fell into this category.
Photo by Brittani Burns on Unsplash
For those who think this doesn’t affect them, let me challenge that notion. When companies disregard the importance of diverse voices, they’re not just harming underrepresented groups—they’re harming everyone. They’re stifling creativity, curbing innovation, and perpetuating systems that benefit the few at the expense of the many. We all lose when inclusivity is pushed aside.
As someone who has personally experienced the transformational power of opportunity, I refuse to stay silent about this. I know what it’s like to walk into a room and feel like you have to prove you belong there. I know how it feels to work twice as hard for half the recognition. And I know how critical it is to have allies and systems in place that actively work to dismantle these barriers rather than reinforce them.
This is why I’m calling on all of us—especially those in positions of power—to pay attention and give a damn about what is happening. When you see DEI programs being cut, speak up. When you notice inequities in your workplace, call them out. Advocate for policies and practices that promote equity, and hold your leaders accountable.
The fight for inclusion is not just my fight—it’s all of ours. If we’ve learned anything from history, it’s that progress doesn’t happen by accident. It requires intention, effort, and unwavering commitment. My mother didn’t leave everything she knew behind so her children could live in a world that backslides into complacency. She sacrificed so I could build a future, and I won’t stand idly by while that future becomes less inclusive, less equitable, and less hopeful.
So here’s my ask: Don’t just stand on the sidelines. Educate yourself about the importance of DEI. Support leaders who prioritize inclusion. Demand better from your companies and your communities. Because when we create spaces where everyone can thrive, we don’t just honor the sacrifices of those who came before us—we build a brighter, more equitable future for those who come after us.
This fight is personal. It’s urgent. And it’s one we cannot afford to lose.
