Okay, I’m just going to say it: I’m tired of explaining why diversity, equity, and inclusion (DEI) matters. There, I said it. As a minority woman, living in a society where we still have to justify why inclusion is important is beyond frustrating. You’d think by now it would be common sense that excluding people based on race, gender, sexual orientation, or age is neither morally acceptable nor good for business. But apparently, common sense isn’t all that common.

I was raised to treat people fairly, to not judge based on what you see on the outside. Unfortunately, not everyone got that same memo. If they had, we wouldn’t still be dealing with racism, sexism, and bigotry in 2024. Yet here we are—watching corporations opt out of DEI initiatives like it’s some kind of trend they’re over.

What really grinds my gears is the idea that DEI is somehow “giving away” jobs or contracts. As if qualifications, intelligence, and merit just go out the window when someone emphasizes inclusion. If you’ve heard the phrase “MEI” (Merit, Excellence, Intelligence), you know what I mean. It’s as if DEI means lowering the bar when, in reality, it’s about ensuring that highly qualified, intelligent people from diverse backgrounds finally get the opportunities they deserve. Spoiler alert: those doors weren’t always open to everyone.

Why Is DEI Still a Debate?

Let’s take a moment to talk about the current landscape. In September, I attended a Construction Inclusion Week event hosted by a 501(c)(6) organization—a group of contractors that actually cares about promoting DEI while uniting the construction industry. It was pretty amazing to see competing firms come together for a greater cause. They even dedicated October 14–18, 2024, as Construction Inclusion Week to promote diversity, equity, and inclusion across the industry.

I left that event inspired—so inspired that Brewington Management Company is making October our month to focus on inclusivity in construction. Throughout the month, we’ve rolled out content on why DEI matters, starting with the construction industry and why it’s critical to foster diversity here. Here’s why it matters not just to construction, but to any industry:

1. Innovation thrives on diversity. Different backgrounds and experiences spark new ideas—solutions to complex problems that wouldn’t have been considered otherwise.

2. Better problem-solving. Diverse teams approach challenges from different perspectives, which means they’re better equipped to solve technical, logistical, and strategic issues.

3. Smarter decisions. Inclusive teams consider more factors, leading to more informed, thoughtful decisions—whether it’s on-site or in the boardroom.

4. Building relationships. Respecting and incorporating local cultures into projects fosters better relationships with communities, and guess what? Those communities are diverse.

5. Stronger workplace culture. A diverse workforce creates a more supportive environment, where employees feel valued, and morale stays high (and high morale equals high productivity).

6. Adaptability. A variety of viewpoints prepares teams to adapt when things don’t go as planned—which, let’s face it, is pretty much every day in construction.

Notice anything? These benefits apply to every industry, not just construction.

Why Inclusion is Non-Negotiable

Let’s talk specifically about the trades industry for a moment. Have you noticed that fewer people are entering the construction trades these days, despite it being a lucrative and technical career? It’s not surprising—this is a good old boys’ industry that hasn’t exactly rolled out the welcome mat for diversity. But that’s precisely why we need to attract new blood—especially women and underrepresented groups—to open up career paths in trades.

There’s a perception that trades aren’t for everyone, or that certain people don’t “fit” into the construction world. And that needs to change. A diverse workforce brings new ideas and a broader perspective to the field. It also fills the gaps in an industry that’s constantly looking for skilled labor. The construction industry can’t thrive if it stays stuck in the past. Bringing in people from all walks of life is key to ensuring that this industry not only survives but thrives in the future.

I could stop there, but we need to talk about how companies are cutting DEI initiatives, fearing backlash or budget cuts. Let’s not forget the larger societal picture, where women’s rights are being debated (hello, Roe v. Wade reversal), and we’re still seeing a lack of equal pay for equal work. The glass ceiling is a little lower these days, but it’s still very much there.

Meanwhile, artificial intelligence is becoming part of everything, but even AI comes with its own biases (after all, it’s learning from human behaviors). That means we’re passing on our ingrained prejudices to the very tools meant to make life easier. So, as far as we’ve come, we’re still dealing with the same issues our parents and their parents dealt with.

Let me be clear: DEI is not a handout. It’s not about lowering the bar. It’s about opening doors that were previously slammed shut and allowing qualified people to walk through. We all have help along the way—whether from mentors, family, or friends. I didn’t get here alone, and neither did you.

Action Steps for DEI

So, what do we do about it? Here’s where I get specific. If you’re leading a business, running an organization, or just trying to make a difference in your community, here are a few steps you can take to embrace DEI:

1. Look at your leadership team. Who’s sitting at the table? If everyone looks and thinks alike, it’s time to make room for diverse voices.

2. Evaluate your hiring practices. Are you intentionally seeking diverse candidates, or are you letting the same types of people fill the same roles year after year?

3. Promote from within. Don’t just hire diverse talent—invest in their growth and development. Give them leadership opportunities and ensure they have mentors.

4. Put DEI in your strategic plan. DEI shouldn’t be a checkbox. It needs to be intentional and integrated into your company’s long-term goals. Monitor progress and adjust your strategies as needed.

5. Create an inclusive culture. It’s not enough to hire diverse talent—you need to foster an environment where they feel safe, valued, and supported. That means zero tolerance for discrimination and ongoing education on inclusion.

6. Hold leadership accountable. DEI starts at the top. If the leadership isn’t committed, your efforts will fall flat. Ensure that leadership is not only talking the talk but walking the walk.

Pay It Forward

At the end of the day, inclusion matters because we’re all connected. No one succeeds alone. I’ve had mentors, friends, and colleagues who’ve helped me navigate my career, and I’m dedicated to paying that forward. We all have an obligation to open doors for others—to make the path a little easier for the next generation of leaders.

So, here’s my call to action: Embrace DEI, not because it’s trendy, but because it’s necessary. Pay it forward. Lift someone else up. And let’s finally build a world where diversity, equity, and inclusion aren’t just buzzwords—they’re how we do business.