When I proposed the idea that consensus is not a universally applicable tool, I was met with a dismissive response: “Well, you can’t change everything.” That sentiment struck me, not because it was surprising, but because it underscored a broader issue. The prevailing systems of DEI work are designed with a one-size-fits-all mentality, assuming that the same tools can be applied equally across all contexts and identities. But that assumption is fundamentally flawed, especially for leaders like myself, who navigate the complexities of identity, race, and gender in leadership roles.