The response to Vernā’s recent LinkedIn post about moving away from the acronym “DEI” and instead saying “Diversity, Equity, and Inclusion” in full was nothing short of extraordinary. With over 1,800 reactions and an outpouring of comments, it is clear that this conversation is resonating deeply with many of you.
What stood out from the discussion was the community agreement and the powerful insights into why this shift in language matters.
Here are some highlights and key themes that emerged from the discussion.
Clarity Over Abstraction
Many commenters echoed that acronyms can dilute meaning, making dismissing, distorting, or co-opting concepts easier. When we fully say “Diversity, Equity, and Inclusion,” we reaffirm their significance and ensure that the work remains centered on its true purpose.
Shonique eloquently stated, “Speaking the words in full… keeps the focus on their substance rather than the debate around them.” Thank you, Shonique; we agree completely.
Resisting the Backlash
History has shown us that progress is often met with resistance. Some commenters noted that the push to rebrand or retreat from talking about Diversity, Equity, and Inclusion and replace it with a new title or acronym is, in many ways, a reaction to political and social pushback rather than a strategic evolution of the work itself.
“This is modern-day civil rights,” wrote Yvonne. We agree, Yvonne, that this is much bigger than just an acronym.
We don’t need a rebrand; we need to stand firm. The stakes are too high to compromise. Thank you for answering the call to action.
Diversity, Equity, and Inclusion is Value that’s Valuable
This awesome comment from Jo Colombo says it all, ”I’ve been reviewing a lot of random companies’ job descriptions, and almost without exception, employers are still including language related to EEO and Diversity, Equality, and Inclusion. The government isn’t making them do it – they simply value a robust, diverse organization. Homogenous, Unequal, and Exclusionary doesn’t sound like a place anyone would want to work.”
Forcing Honest Conversations
Many pointed out that using the entire phrase compels people to confront what they are truly opposing.
Morten, as you pointed out, if you’re against Diversity, Equity, and Inclusion, then what are you for? Uniformity, inequity, and exclusion? Right! We can tell this is a misinformation campaign just by the lack of focus on the actual meaning of these words. So, when we speak every word of D.E.I., people have to interrogate what they stand for.
Vera summed it up perfectly: This shift can force people to admit they don’t want Diversity, Equity, and Inclusion and “makes it awkward!” We should insist that if you are intent on removing others’ opportunities, you confront your discomfort with fairness head-on.
The Political Weaponization of DEI
A significant number of you highlighted how the term “DEI” has been politicized, often misrepresented, and even weaponized.
“The right-wing has co-opted progressive language before—look at how they turned ‘woke’ into an insult, ” Naveen, we love the word ‘woke’ and would like to see it reclaimed, but that’s another conversation!
“They attack, we adjust, we organize, and we thrive.” – Lu Castello. Thank you, Lu, for this uplifting sentiment.
Some shared that while they see the value in spelling out Diversity, Equity, and Inclusion, they also worry that abandoning the D.E.I. acronym entirely could be seen as ceding ground to those who seek to undermine the work.
Others noted that shifting terminology is sometimes necessary to continue making progress, citing organizations that have begun focusing on terms like “belonging,” “fairness,” or “inclusive leadership.”
We believe that we will evolve from the acronym by getting to the heart of why we do this work. So let’s spell it out plainly!
Reframing the Narrative
Several people emphasized the need to continue connecting Diversity, Equity, and Inclusion to the everyday realities of people’s lives.
Kim Clark commented that we need to get better at showing employees that this work impacts them personally,” someone wrote, citing parental leave, accessible workplaces, and fair hiring practices as examples. She added, “We’ve crutched on the term too much. We need to use the best language to advance the work.”
A Call to Action
At the heart of this conversation is a simple but powerful call to action: Say the words. Diversity, Equity, and Inclusion. Let’s not retreat, rebrand, or water down the message to make it more palatable for those who resist progress. Let’s be intentional and clear about what we stand for.
This is a movement, not a trend. Our language should reflect that. And one more thing. Let’s keep it capitalized! When you see Diversity, Equity, and Inclusion together, let’s put respect on the name and keep it proper!
I invite you to continue this conversation. How are you framing Diversity, Equity, and Inclusion in your work and communities? Let’s keep building together.
— Vernā and The Vernā Myers Company
Written in collaboration with Jennifer Simpson and Mykah Myers
March 5, 2025