HOLISTIC
THOUGHTS

Here is our latest thinking on Holistic Leadership and achieving Inclusive Excellence. Organized by four overarching themes from our book, Holistic Leadership — How to Weave Diversity, Equity, Inclusion & Belonging Principles into Your Organization’s DNA, each category covers multiple topics, with new Thoughts added regularly.

CLARIFYING DEFINITIONS

Being Seen, Being Valued

In a Culture of Belonging, everyone is both seen and valued. There's a difference.

DEIB is Not About the Law

DEIB is not about the law; it is about humanity, how we value and treat each other, and the norms of society.

DEIB is Not Affirmative Action

DEIB is neither unconstitutional nor illegal. DEIB Leaders need to be able to explain why this is not the case.

DEIB is Not “Reverse Discrimination”

How did the Supreme Court’s 2025 opinion about so-called “reverse discrimination” change DEIB? It didn’t.

Being Seen, Being Valued – the Media

When the headline or lede features the gender or appearance of a successful candidate, the message, intended or not, is that they are somehow outside of the “norm.”

SYSTEMIC CHANGE

Systemic DEIB Includes Carefully Sequencing Initiatives.

Many organizations fail to take the time to create a DEIB strategic framework and integrate it into their overall planning. Instead, they prioritize actions that translate easily into something noticeable to the organization’s employees and other stakeholders.

Why Most DEIB Initiatives Have Failed

Four reasons why so many DEIB initiatives either haven’t gotten off the ground or ended not long after they began…

Some of the Challenges Of Converting DEIB Principles Into Practice

The core of a DEIB Leader’s job is to lead systemic change by educating an organization about how to connect its value systems, behaviors, workplace expectations, and practices to the Principles of DEIB.

An Organization’s “Constitution”

The process of identifying an organization’s DEI goals and objectives starts with the organization’s own “constitution,” which is comprised of the words it uses to define itself internally and to others.

The Beginning of DEIB Systemic Change

A DEIB Leader must understand an organization before they can effectively convey DEIB Principles that will evolve the organization.

LEADERSHIP TOOLS

Essential Qualities All Effective DEIB Leaders Must Have

Passion for Diversity, Equity, Inclusion & Belonging is not enough to become an effective DEIB Leader.

The Chief Challenger

One of their major responsibilities is to serve as the organization’s Chief Challenger. It needs a DEIB Lens.

Navigating Your Organization

Countless members of the DEIB Discipline have told us how ill-prepared they feel to undertake a role focused on DEIB.

Five Components of Organizational Intelligence

Among a DEIB Leader’s essential skills is Organizational Intelligence – the ability to navigate an organization’s power structure to achieve Systemic DEIB.

Organizational Intelligence – The Strategic Plan

A DEI Leader must be able to identify what is important to the organization and connect the dots so that they can understand the value of DEIB and how DEIB enables successful achievement of organizational objectives.

U.S.PopulationDemographics-Turning Points

The year 2030 marks a demographic turning point for the United States.

When to Consult a Lawyer

With the rollback of certain federal protections under Executive Order 14173, how can DEIB professionals proactively safeguard their initiatives and maintain momentum without fear of legal repercussions?

CALLS TO ACTION

Timeless Principles

To even begin to talk with someone about DEIB, one must spend time trying to reframe their perception of DEIB as a topic and objective.

Reframing Perspectives

To even begin to talk with someone about DEI, one must spend time trying to reframe their perception of DEI as a topic and objective.

Understanding Executive Orders

Executive Orders have emerged as a means of limiting the scope and effectiveness of DEIB-related initiatives. Most Americans have no experience with Executive Orders and have never been taught anything about them.

What To Say When Someone Says DEIB is Unnecessary

What can you say when someone asserts that DEIB is unnecessary because there are antidiscrimination laws and the Equal Employment Opportunity Commission (EEOC) to enforce them?

What To Say When Someone Says “DEIB is illegal” or “it’s reverse discrimination”

Responding to aggressive detractors of DEIB with questions about their criticisms often lowers the intensity of the conversation and helps to lay a foundation for a productive exchange.

HOLISTIC THOUGHTS