This text examines the current crisis in Diversity, Equity, and Inclusion (DEI), arguing that the field has strayed from its core mission by prioritizing narrow demographic metrics over substantive organizational health. The author suggests that modern implementations often rely on reproducibility-challenged research and can inadvertently trigger unintended consequences, such as social polarization, employee resentment, and the stigmatization of minority hires. To resolve these issues, the article proposes a new framework centered on Potential, Synergy, and Inclusion, shifting the focus from demographic quotas to future-oriented talent assessment. This model emphasizes cognitive diversity—valuing varied perspectives and professional backgrounds—while fostering psychological safety to ensure all employees can voice dissenting opinions. Ultimately, the source advocates for an evidence-based evolution of DEI that moves past zero-sum thinking to drive genuine long-term performance for all stakeholders.

See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.