In today’s polarized environment, we often find ourselves at a crossroads when talking about Diversity, Equity, and Inclusion (DEI). Why do some people resist efforts that are meant to create more inclusive and supportive environments? The answer isn’t always rooted in bigotry or ignorance—it’s often deeper, tied to the core values people use to make sense of the world.

Jonathan Haidt, in his book The Righteous Mind: Why Good People Are Divided by Politics and Religion, explains that our moral judgments are not primarily based on reason, but on moral intuitions—deep-seated, emotionally rooted values that shape how we interpret right and wrong. These values differ from person to person, but six moral foundations tend to drive much of our decision-making:

1. Loyalty – Does DEI include my identity as part of the “ingroup”?
   
   
2. Fairness – Does DEI provide everyone with equal treatment?
   
   
3. Status – Does DEI recognize the importance and value of my identity group?
   
   
4. Safety – Does DEI protect me from emotional or physical harm?
   
   
5. Sanctity – Does DEI honor my sacred beliefs and values?
   
   
6. Freedom – Does DEI allow me to make my own choices, or are others’ values imposed on me?
   
   

The more people internally answer “no” to these questions, the stronger their resistance becomes. DEI then feels like an exclusionary practice rather than an inclusive one.

So what can we do?

1. Define Diversity Broadly

Start by redefining and expanding the meaning of “diversity.” If people only hear about race or gender, they may not see themselves reflected in the work. Include age, geography, neurodiversity, political ideology, faith traditions, disability status, and more. Make it clear: Diversity includes you.

This directly addresses loyalty. Everyone wants to feel like they belong to the team.

2. Move Beyond Margins—Explain the Collective Benefit

DEI should never be framed as something for marginalized people by marginalized people. While historical inequities must be acknowledged, the conversation must also elevate how DEI efforts improve decision-making, team collaboration, creativity, retention, and organizational excellence—for everyone.

This helps answer status and fairness concerns. The message: your identity isn’t being diminished—it’s being woven into a stronger, more effective whole.

3. Clarify Equity as a Commitment to Potential

Equality is giving everyone the same tools. Equity is giving people what they need to thrive. We already practice equity every day—think of wheelchair-accessible parking, extended test time for neurodivergent learners, or floating holidays for religious observances. When we explain equity through everyday examples, it’s easier to see how it leads to greater success for all.

This speaks to fairness, status, and sanctity. When equity helps people reach their potential, we honor their dignity and humanity.

4. Create Safe(r), Inclusive Structures

Safety isn’t just physical. It’s emotional, psychological, and cultural. People need to feel safe enough to share ideas, express themselves, and challenge norms without fear of ridicule or punishment. Structures that promote psychological safety—like anonymous feedback channels, inclusive hiring practices, or facilitated dialogues—reinforce that DEI is not a threat but a path to shared growth.

This addresses safety and freedom. People are more open when they feel safe and when their voices are heard without coercion.

5. Honor Sacred Values, Not Just Strategic Goals

For many, pushback stems from a sense that DEI is trying to overwrite or dismiss their most deeply held beliefs. We can disagree on issues without disregarding someone’s humanity or their right to hold sacred values. Making space for complexity, nuance, and compassion is not only respectful—it’s strategic.

This engages sanctity and freedom. It affirms that inclusion doesn’t require assimilation.

The Bottom Line?

Belonging is the goal. When people feel seen, heard, and valued, they unlock their full potential. That’s not just good for morale—it’s good for business, learning, innovation, and retention. DEI isn’t about changing people. It’s about creating systems where everyone—everyone—has the opportunity to thrive.

Let’s stop debating whether DEI should exist and start showing what DEI does when done well.