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 in the workplace 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 and not judge based on appearances. Unfortunately, not everyone got that 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 a trend they’re ready to leave behind.
What really grinds my gears is the notion that DEI in hiring means giving away jobs or lowering standards. If you’ve heard the term MEI (Merit, Excellence, Intelligence), you know what I mean. As if diverse hiring practices ignore merit. The truth? Inclusion in the workplace means ensuring qualified, intelligent individuals from diverse backgrounds finally get opportunities that were historically denied to them. Spoiler alert: those doors weren’t always open.
Why Is DEI Still a Debate?
Let’s look at the current landscape. In September, I attended a Construction Inclusion Week event hosted by a 501(c)(6) organization—a group of contractors genuinely committed to promoting DEI in construction. It was inspiring to see competing firms unite for a shared mission. They even dedicated October 14–18, 2024 to Construction Inclusion Week to push for diversity and equity in the trades.
That event lit a fire in me. So much so that Brewington Management Company made October our month to spotlight inclusion in construction. We rolled out content exploring why DEI matters—especially in industries like construction. Here’s why it’s not just a construction issue—it’s an every industry issue:
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Innovation thrives on diversity. Teams with different backgrounds generate new ideas and solve complex problems from angles others might miss.
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Better problem-solving. Diverse teams approach challenges with multiple perspectives, improving how we handle technical and strategic hurdles.
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Smarter decisions. Inclusive leadership teams make better decisions by considering more angles—whether it’s on-site or in the boardroom.
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Community connections. Incorporating local culture and diverse voices builds better relationships with the communities we serve.
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Stronger workplace culture. Workplace inclusivity boosts morale, retention, and productivity.
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Greater adaptability. A mix of perspectives makes teams more nimble and ready for the unexpected—which is daily life in construction.
Notice anything? These aren’t just benefits of DEI in construction—they apply everywhere.
Why Inclusion is Non-Negotiable—Especially in the Trades
Let’s talk trades. Ever noticed how fewer people are entering the construction industry, even though it’s a lucrative and skilled profession? It’s no mystery—this industry hasn’t always been welcoming to diverse workers. That needs to change.
There’s a lingering idea that construction is a “good old boys’ club.” But that’s precisely why we need to attract women, people of color, and underrepresented groups—and create career paths in trades that feel open to all.
A diverse construction workforce brings new energy, fills labor gaps, and drives industry growth. The future of this field depends on inclusive hiring practices.
DEI Backlash and the Bigger Picture
Sadly, we’re also seeing a wave of companies cutting DEI initiatives, fearing political or financial backlash. And let’s not forget: women’s rights are still up for debate (hello, Roe v. Wade reversal), and equal pay is far from a reality. The glass ceiling may be lower, but it hasn’t shattered.
Even artificial intelligence, now central to so many businesses, is riddled with bias—because it learns from us. If we don’t fix our own prejudices, we’re just passing them on to our tools.
Let me say this clearly: Diversity, equity, and inclusion are not handouts. They’re not about lowering the bar—they’re about removing unfair barriers and letting capable people in.
We all had help getting to where we are—mentors, family, or allies. Nobody makes it alone.
Action Steps for Real DEI Implementation
So, what now? If you’re leading a business or want to promote DEI in your organization, here are some practical ways to act:
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Assess your leadership. Who’s in the room? Is it diverse in race, gender, age, and background?
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Review your hiring practices. Are you actively recruiting diverse candidates, or just recycling the same pool?
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Promote from within. Invest in growth for underrepresented employees. Offer mentoring and leadership tracks.
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Make DEI part of your strategic plan. Set goals. Track progress. DEI should be baked into your long-term vision.
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Foster an inclusive culture. That means zero tolerance for discrimination, inclusive policies, and ongoing education.
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Hold leadership accountable. DEI starts at the top. If leadership isn’t invested, your efforts won’t stick.
Pay It Forward
At the end of the day, inclusion matters because we’re all interconnected. I’ve had amazing mentors and colleagues open doors for me, and I’m committed to doing the same for others.
Let’s stop treating diversity and inclusion like corporate jargon. It’s not a trend. It’s a business necessity—and a moral obligation.
So here’s my challenge: Embrace DEI. Not because it’s popular—but because it’s right. Lift someone up. Pay it forward. Let’s build a workplace—and a world—where diversity, equity, and inclusion are simply how we operate.
