Inclusion Without Equity is an Illusion
In today’s fast-changing workplace, a popular phrase has emerged that demands our attention: "Inclusion without equity is an illusion." This statement isn’t just a catchy slogan—it’s a profound truth. It reminds us that inclusion efforts are hollow if they don't address the structural inequalities that keep people marginalized. DEI (diversity, equity, and inclusion) initiatives must be more than checking boxes; they must be transformational. Anything less is, quite frankly, an illusion.
Let’s take a deep dive into why inclusion without equity is not only ineffective but potentially harmful, and what must be done to ensure DEI becomes a permanent and powerful force for good.
Inclusion without equity is an illusion because surface-level diversity initiatives fail without dismantling systemic barriers and ensuring fair outcomes for all.
Diversity without inclusion leads to tokenism and disengagement, where underrepresented individuals are present but not genuinely valued or empowered.
You can have diversity without inclusion, but without inclusive practices and equitable systems, diverse employees often experience marginalization and are more likely to leave.
True or false: diversity doesn't stick without inclusion and equity? True—lasting DEI impact depends on embedding inclusion into company culture and equity into policies and leadership structures.
Can you have diversity without inclusion? Yes, but to move beyond symbolic gestures, organizations must shift from performative DEI to authentic transformation that prioritizes equity at every level.
Table of Contents: Inclusion Without Equity is an Illusion – Exploring Diversity Without Inclusion and Why Equity Matters
Diversity Without Inclusion: What Is It?
Diversity without inclusion is the equivalent of inviting people into a room but never giving them a voice. It’s surface-level change. It’s hiring people from diverse backgrounds to meet quotas or appear progressive, without truly welcoming their perspectives or addressing institutional barriers.
Think of diversity as being invited to the party. Inclusion? That’s being asked to dance. But here’s the problem: You can have diversity without inclusion. And when that happens, it creates disillusionment, tokenism, and ultimately, attrition.
Some more profound signs of diversity without inclusion include:
Token hires who are brought in to create the appearance of diversity but aren’t given leadership roles, stretch assignments, or decision-making power. They may find themselves isolated, scrutinized, or expected to represent their entire identity group.
Microaggressions and unchecked bias, such as frequent interruptions, mispronunciation of names, or assumptions about competence. These behaviors accumulate and signal to diverse employees that they are not fully respected or safe.
Lack of mentorship or sponsorship means underrepresented employees don’t have advocates to help them navigate company politics, secure promotions, or gain access to high-visibility projects. This stunts career growth and increases turnover.
Cultural conformity expectations where employees are expected to assimilate into the dominant culture, code-switch, or suppress parts of their identity. This erodes psychological safety and leads to disengagement.
Ignoring diverse perspectives, especially in meetings or strategic planning. When the same voices dominate conversations and dissenting or unconventional views are dismissed, it reinforces a culture where diverse insights are undervalued.
Social exclusion, both formally and informally. This includes being left out of team lunches, after-work events, or watercooler conversations, all of which can impact relationship-building and career advancement.
Unconscious bias in recruitment, evaluations, and promotions. Even well-meaning managers may unknowingly favor those who look or think like them, perpetuating a cycle where inclusion is performative but not authentic.
These behaviors and omissions create a workplace where diversity exists in numbers but not in experience. Employees may be present, but they are not heard, valued, or supported.
You Can Have Diversity Without Inclusion
Can you have diversity without inclusion? Absolutely. In fact, it happens all the time. Companies proudly tout the demographics of their workforce, but when you peek under the hood, you see a different story. A culture where difference isn’t celebrated, but quietly suppressed.
Having people from various racial, gender, or disability backgrounds on staff does not equal inclusion. Inclusion means those people are heard, empowered, promoted, and given equal opportunities to thrive. Without equity, diversity is reduced to a numbers game.
True or False: Diversity Doesn't Stick Without Inclusion and Equity
True. Diversity doesn't stick without inclusion and equity. Diverse talent might enter your organization, but they won’t stay long unless they feel truly included and have a fair shot at success.
In fact, multiple studies confirm this. According to Boston Consulting Group, only 16% of employees feel valued in organizations where leadership is not committed to DEI. On the other hand, 84% of employees think respected in organizations where senior leadership actively champions equity and inclusion.
Token gestures and superficial DEI statements do not build lasting trust. Inclusion without equity is an illusion, and without both, diversity efforts fail.
Americans Signal Continued Support for DEI—But the Landscape Remains Complex
A recent 2025 survey by MyPerfectResume found that a strong majority of Americans continue to support expanding diversity, equity, and inclusion efforts in the workplace, even amid growing backlash. While this new data reflects encouraging sentiment, it is essential to note that broader or longitudinal studies have yet to corroborate these findings. As such, they should be seen as a timely but early snapshot of public opinion.
Despite rising political pushback against DEI, there is mounting evidence that many leading companies are not retreating. The New York Times reported in February 2025 that companies like Costco and Microsoft have actively defended and expanded their DEI programs. Costco, for example, opposed a shareholder proposal targeting its DEI efforts, reaffirming its commitment to equity in hiring and leadership development.
This reinforces a critical message: inclusion without equity is an illusion, but equity without public trust and corporate follow-through is equally empty. If organizations want to build lasting impact, they must go beyond performative diversity and lean into accountability, transparency, and authentic cultural change.
Diversity Doesn't Stick Without Inclusion
Let’s break this down even further: Diversity doesn't stick without inclusion. That means recruiting underrepresented employees without addressing workplace culture leads to frustration and high turnover.
Why?
Because employees from marginalized groups face barriers their counterparts don’t.
Because they often lack mentors, allies, and representation at the top.
Because policies don’t take into account their unique needs.
True inclusion acknowledges these challenges and actively works to dismantle them. It doesn't just invite people to sit at the table; it hands them the menu, the microphone, and the power to influence the meal.
Diversity Without Inclusion Examples
Here are common, real-world examples of diversity without inclusion:
Tokenism: Hiring BIPOC employees for PR reasons but sidelining them in decision-making.
Unconscious Bias in Promotions: Only promoting white male employees despite others having equal or better qualifications.
Performative DEI Initiatives: Rolling out diversity statements during Pride or Black History Month, but failing to follow through with actionable change.
Microaggressions: Allowing unchecked racist, sexist, ableist, or homophobic comments to go unchallenged.
Disability Exclusion: Not considering accessibility needs during company events or website development. (See: Does diversity, equity, and inclusion include disabilities? )
These examples show what happens when we stop at diversity and forget the deeper work of inclusion and equity.
Can You Have Inclusion Without Diversity?
This may seem counterintuitive, but yes: You can have inclusion without diversity.
Imagine a small organization that, for various reasons, has little demographic diversity but actively fosters an inclusive environment. They might:
Provide accommodations for employees with disabilities.
Promote transparent communication and psychological safety.
Encourage staff to bring their whole selves to work.
This environment is inclusive, even if not yet diverse. However, long-term DEI efforts should aim for both. Inclusion without diversity is better than the reverse, but it isn’t the end goal. Inclusion is a culture. Diversity is the outcome. Equity is the method.
What Does DEI Look Like in 2025?
In 2025, DEI isn’t about a once-a-year training or an HR policy tucked away in a manual. It’s a core business function embedded in daily decision-making.
According to URevolution’s exploration of the future of DEI, modern DEI looks like:
Inclusive leadership pipelines where underrepresented talent is nurtured and promoted.
DEI metrics and accountability are tied to executive compensation.
Accessibility and universal design are core to workplace innovation.
Employee feedback loops that actually result in change.
Sustainable allyship beyond hashtags.
In 2025, DEI is less about posters and panels and more about embedding values into policy, leadership, and culture. The purchase of ethical DEI swag and diversity and inclusion promotional items —such as apparel, stickers, or accessories for conferences and employee events—can serve as visible symbols of commitment. But DEI swag without substance is just branding. To be effective, it must reinforce and reflect a culture built on action, accountability, and equity.
Want to promote inclusion in real life?
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Be Inclusive Every Day →Inclusion Without Equity: What’s the Danger?
When organizations promote inclusion without equity, they create a facade of progress. Employees may feel pressured to assimilate rather than be themselves. They may feel seen, but not supported.
This illusion of inclusion is deeply harmful:
It masks systemic barriers.
It leads to high turnover and employee burnout.
It makes it harder to hold leadership accountable.
Real inclusion isn’t just about being nice. It’s about redistributing power. It’s about saying: we see the disparities, and we’re committed to fixing them.
Dismantling the Illusion of Inclusion
So how do we move from performative to transformative?
1. Equity First
Start with equity. This means examining wage gaps, promotion pipelines, bias in performance reviews, and access to decision-making roles. Equity is the foundation. Without it, inclusion is a mirage.
2. Leadership Accountability
Hold leaders responsible for measurable DEI outcomes. Tie equity goals to executive pay and annual reviews.
3. Ongoing Education
DEI isn’t one-and-done. Facilitate regular anti-bias and cultural competency training.
4. Data and Storytelling
Track DEI metrics and gather employee narratives. Numbers without stories lack context. Stories without numbers lack scale.
5. Inclusive Policy Overhaul
Audit your policies. Are parental leave, flexible work, and healthcare benefits designed with marginalized groups in mind?
DEI Must Be a Blueprint, Not a Scaffold
Inclusion without equity is an illusion. Let that sink in. It is not enough to appear inclusive. Organizations must confront and correct the power structures and systemic inequalities that hinder true belonging.
As DEI experts have long noted, equity is what turns intent into impact. Without equity, your inclusion efforts will collapse under the weight of unmet promises.
Let’s stop decorating the structure. Let’s build a new one.
Start with equity. Move with inclusion. Aim for diversity.
Want to learn how to be inclusive in your everyday actions? It starts here.
Brendan McDonald
Brendan McDonald, the author of "Inclusion Without Equity is an Illusion," is a seasoned writer and former humanitarian aid worker who is becoming recognized as a voice in the DEI space. Drawing from over two decades of frontline experience in global crisis zones—including Kosovo, North Korea, Sri Lanka, Libya, Jordan, and Iraq—Brendan brings a deep understanding of systemic inequities, workplace trauma, and cultural complexity to his writing on diversity, equity, and inclusion.
Diagnosed with chronic myeloid leukemia (CML), peripheral neuropathy, and bicuspid aortic valve disease (BAVD), and having lived with clinical depression and burnout, Brendan channels his lived experience into advocacy that centers marginalized voices and champions inclusive organizational change. His intersectional lens—as someone navigating cancer, chronic illness, disability, and mental health—offers a unique and powerful perspective on what true inclusion requires.
Brendan holds a Bachelor of Professional Studies and a Master of Social Science. His work spans the themes of cancer, mental illness, chronic illness, DEI, social justice, and human resources. His advocacy has reached global audiences through publications like The Guardian, helping drive institutional change and wellbeing reforms in both humanitarian and professional sectors.
