Forget DEI. This is why we need to focus on fairness

DEI initiatives have made invaluable strides, particularly in addressing racial and cultural inequities, although arguably there’s plenty more to be done. But as a hot topic of the boardroom and corporate strategies across sectors, I can’t help but recognize two truisms about DEI in America. One, it has become politically charged and the target of “anti-woke” conservative activists. And two, some groups are consistently being left out of the conversation.

Given the current climate of questioning the importance of these efforts (or eliminating them entirely), there might be an opportunity to intentionally expand the conversation around DEI—not shy away from it. If done thoughtfully, we could embrace all dimensions of diversity—including people with physical and intellectual disabilities—without undermining the critical work already done and being done for racial equity.

Because it’s not an either/or conversation. It’s a matter of yes/and.

I’d argue that disability inclusion can provide a new lens through which we view and celebrate equity as a broader, human-centered mission. But to do that, we need to get to the root of the issue—and why disabilities have historically been overlooked in DEI plans, and how we might think about the future state of DEI.

Context

Over one billion people worldwide live with a disability, yet they represent one of the least included groups in workplaces globally. This is in large part because of the way our world has been set up. We’ve unwittingly created economic, social, cultural, and environmental barriers for people with disabilities, preventing them from living and participating in an equal way to others. This is what we call systemic ableism and implicit bias—and they have deep roots in our societal structures, often made worse by assumptions about the capabilities and worth of disabled individuals.

Historically, the DEI focus on race and culture has inadvertently created blind spots, leaving disability inclusion under-prioritized. This isn’t a result of any specific intent to exclude, but it feels like it underlines how deeply ableist norms are embedded.

A few definitions to help illuminate the issue.

For example, there’s systemic ableism (how our working world has been built for those without disabilities) includes everything from inaccessible workplace designs to hiring biases, physical and intellectual disabilities are frequently sidelined in decision-making. I often hear that companies have a “neurodiverse ERG” which is wonderful—but this celebrates and supports those who are already employees, who made it past the many ableist hurdles we have inadvertently put in their way. For the disability community, it is less about ERGs and more about simply creating a path to employment in the first place.

Then there’s implicit bias and assumptions, stereotypes about productivity or innovation capabilities of disabled individuals often shape hiring and promotion practices, even unconsciously. Bias is especially challenging for people with intellectual disabilities. The unemployment rate for people with disabilities in the United States is 7.2%, but for people with intellectual disabilities, the rate is 17%. This is more than four times the unemployment rate for the general population.

Universal values = universal empowerment

Universal values are principles that resonate across cultures and times—values like fairness, equality, and respect. As Isaiah Berlin described, universal values reflect “what a great many human beings in the vast majority of places and situations hold in common.” Two of the UN’s Sustainable Development Goals embody this spirit: “Decent Work and Economic Growth” and “Reduced Inequalities.”

Yet, despite a shared moral agreement on these values, our systems often fail to apply them equitably to individuals with disabilities. By reframing equity and inclusion as expressions of these universal values, we can shift DEI from being perceived as a checklist or political flashpoint into a broader, human-centered commitment. This reframing positions DEI as a universal opportunity for empowerment and fairness, rather than an isolated initiative.

From evolution to action

Many organizations, in their rush to prioritize DEI, have inadvertently turned it into a box-checking exercise instead of a comprehensive, values-driven strategy. However, disability inclusion offers an opportunity to redefine DEI as a holistic framework that can inform every organizational decision.

Here’s what that could look like in practice:

Embedding fairness into missions and operations: Make equity a foundational principle in decision-making processes, from hiring to product design.

Creating open-source platforms for progress: Share successes, challenges, and best practices to elevate disability inclusion across industries and build collective momentum.

Reframing DEI as an evolving journey: Understand that DEI isn’t about winning or losing—it’s about continuously supporting underrepresented groups and adapting to their needs.

By embracing disability inclusion, we can expand the DEI mission into one that truly reflects the richness of human diversity. It challenges us to move beyond performative gestures and toward building systems that honor the value and potential of every individual.

Disability inclusion is not just about fairness—it’s a chance to reimagine what equity means in its fullest sense: creating a world where everyone, regardless of ability, has a place, a purpose, and the opportunity to thrive.