Diversity and Equity as an Act of Nonviolent Civil Resistance
In a time when societal and institutional shifts are met with increasing polarization, advocating for diversity, equity, and inclusion (DEI) is not just a matter of social progress—it is an act of nonviolent resistance. For organizations, companies, and communities, embracing these principles is a powerful statement of defiance against the structures that have historically perpetuated inequality and exclusion.
In the spirit of nonviolence, this article challenges the misguided notion that diversity and equity are mere buzzwords or trends. Instead, it asserts that these principles have always been foundational to thriving organizations and successful business models. Just as nonviolent civil resistance seeks to dismantle systemic oppression without resorting to harm, advocating for diversity, equity, and inclusion disrupts the perpetuation of privilege and opens pathways to fairness, justice, and mutual respect.
The American ideal of meritocracy—the belief that hard work and talent should determine success—has shaped generations. It’s the foundation of the American Dream: if you’re driven and capable, you will succeed, no matter your background. But is that really how it works?
History tells a different story. Deep-rooted inequities in race, class, and systemic privilege have long obstructed true meritocracy. The reality is that talent alone isn’t enough when barriers to opportunity are unevenly distributed. If we want to honor the principle of merit, we must ensure everyone has a fair chance to prove their worth.
This is where Diversity, Equity, Inclusion, and Accessibility (DEIA) come in. Contrary to misconceptions, DEIA isn’t about lowering standards or prioritizing one group over another. It’s about eliminating obstacles that unfairly limit access to opportunity. Done right, DEIA strengthens—not weakens—meritocracy by ensuring that success is based on ability, not privilege.
One of the most persistent myths about meritocracy is that success is always earned. If someone is wealthy or powerful, the assumption is that they must have worked harder, been smarter, or deserved it more than others. But is that the case?
The word “deserve” implies entitlement—something granted, not necessarily earned. A child born into privilege does not inherently deserve better education, healthcare, or career prospects than a child born into poverty. Yet, in practice, society frequently rewards people not for their abilities but for the advantages they were handed at birth.
True merit should be based on talent, effort, and achievement. But when access to education, economic stability, and career opportunities is skewed by race, gender, and class, meritocracy becomes a convenient illusion. Without addressing these structural imbalances, what we call “merit” often turns out to be nothing more than inherited privilege.
Beyond systemic barriers lies an even deeper question: Who determines what is valuable?
Historically, the dominant culture has defined success in ways that benefit those already in power. This is why unpaid labor—such as caregiving and domestic work, disproportionately performed by women and marginalized groups—has been chronically undervalued, despite its vital role in society. It’s why certain career paths, often occupied by privileged groups, are disproportionately rewarded with wealth and status, while others remain underpaid and overlooked.
The same bias applies to education and professional advancement. People from underrepresented backgrounds often have to work twice as hard to have their skills recognized because traditional measures of merit reflect the values of those who have always held power. DEIA seeks to change this by expanding our definition of value, ensuring that different perspectives, talents, and lived experiences are acknowledged and rewarded. Without this shift, meritocracy remains a closed system that excludes countless individuals who could contribute just as much, if not more, given the chance.
DEIA: An Evolution of Merit, Not an Abandonment of It
Critics often argue that these initiatives undermine meritocracy. But that argument misses the point. DEIA is not about giving unqualified people an advantage—it’s about making sure qualified people aren’t excluded due to systemic bias.
The idea isn’t to replace one group with another or push an agenda but to remove barriers that have historically shut out diverse, talented individuals. Done correctly, DEIA hiring ensures that merit remains the primary factor while broadening the pool of candidates to reflect the diversity of our society.
DEIA’s advocates recognize the challenges of implementation. Critics are right to demand clarity and rigor, particularly in fields where technical accuracy is paramount. But this is not an either-or proposition—it is an evolution of merit, not an abandonment of it. Efforts to widen the talent pool and address systemic inequities by fostering inclusion do not dilute excellence; they strengthen it.
The broader question we should be asking is: How do we balance addressing systemic inequities while ensuring that processes remain transparent and fair for everyone?
Like any policy, DEIA initiatives can be poorly executed. Some organizations have implemented it in ways that feel performative, leading to tokenism or hiring practices that prioritize optics over ability. These missteps should be addressed—but they don’t invalidate the core purpose.
Consider corporate diversity programs that hire candidates from underrepresented backgrounds but fail to provide mentorship or support. These efforts may look good on paper but do little to ensure long-term success. The solution isn’t to eliminate these values but to refine them—to ensure that equity efforts are substantive rather than symbolic.
Throwing out these principles due to flawed implementation would be like abandoning democracy because of political corruption. The answer isn’t to dismantle it but to make it work better. One way to do this is to expand the discussion beyond race and immigration because the real impact is much broader. True meritocracy requires removing barriers for all people—regardless of disability, gender, economic background, or any other factor that has historically been used to exclude individuals from opportunity.
A fair society does not measure merit based on how well someone fits into a narrow mold of success. Instead, it recognizes talent, effort, and potential in all their forms. The ultimate goal is to level the playing field so that everyone has an equal shot at success—one that isn’t determined by privilege or systemic disadvantage.
The truth is, DEIA has likely played a role in the life of someone you know and care about, even if you haven’t noticed it. Whether it’s ensuring accessibility for a disabled friend, promoting workplace fairness for women, or creating opportunities for first-generation college students, these initiatives make our society more just and inclusive.
Rather than eliminating it, we should be working to refine and strengthen these policies so they can better serve their purpose. If we truly believe in the promise of meritocracy, we must acknowledge that it can only exist when every individual has the same opportunities to succeed—not just the privileged few.
DEI as Nonviolent Civil Resistance
Implementing these practices—especially at a time when the White House is pushing back on these initiatives—becomes an act of nonviolent civil resistance. By continuing to embrace these practices, CEOs, business leaders, and other decision-makers are standing up for justice and equity despite political pressure to abandon them. This resistance is not about confrontation, but about maintaining a commitment to fairness and inclusion in the face of systemic oppression. As Cesar Chavez said, “We cannot seek achievement for ourselves and forget about progress and prosperity for our community… Our ambitions must be broad enough to include the aspirations and needs of others, for their sakes and for our own.”
Practical Steps for Business Leaders
Even when facing a cultural backlash against DEIA initiatives, CEOs, owners, executives, and Board of Trustees can continue to uphold diversity, equity, and inclusion in meaningful ways. Here are a few practical steps:
- Commit to Long-Term Change Over Short-Term Solutions: True DEI efforts go beyond hiring quotas. Invest in training and programs that support diverse employees’ growth and ensure they have access to mentorship, leadership opportunities, and career advancement. Measure your progress through data but also listen to employees’ feedback and adapt strategies to their needs.
- Cultivate an Inclusive Workplace Culture: Focus on creating a culture of belonging where all employees feel heard, valued, and empowered. This involves breaking down silos, encouraging collaboration across diverse teams, and taking active steps to address microaggressions and biases.
- Foster Equity Through Transparent Decision-Making: Evaluate policies, pay structures, and career development opportunities to ensure they don’t unintentionally exclude marginalized groups. Implement transparent, equitable processes for promotion, compensation, and hiring.
As Bryan Stevenson, founder of the Equal Justice Initiative, has powerfully stated: "The opposite of poverty is not wealth. The opposite of poverty is justice." Similarly, the true measure of these programs is not how many diverse candidates are hired or included but whether these initiatives genuinely contribute to justice by addressing the systemic barriers that have long excluded marginalized groups.
In the face of corporate retreats from these commitments, it’s important to remember that the true goal of such initiatives isn’t merely to increase representation or check boxes. The American Dream should not be a myth. It should be a reality for everyone.
George Cassidy Payne has over 20 years of experience in the nonprofit sector, working across various capacities to empower communities and drive social change. He holds a Master’s degree in the Humanities from Emory University, where he developed a strong foundation in critical thinking, ethics, and human behavior. George’s career has focused on advocacy, organizational leadership, and building inclusive environments that champion diversity, equity, and social justice. Passionate about creating systems that promote fair opportunities for all, he continues to work on initiatives that align with his belief in the power of diversity to drive both organizational success and positive societal impact.
