Diversity is embracing the differences everyone brings to the table, whether those are someone’s race, age, ethnicity, religion, gender, sexual orientation, physical ability or other aspects of social identity.
Equity is treating everyone fairly and providing equal opportunities.
Inclusion is respecting everyone’s voice and creating a culture in which people from all backgrounds feel encouraged to express their ideas and perspectives.




But the DEI practice has been around for decades.
The origins of DEI programs date to the Civil Rights Movement, which played a pivotal role in accelerating efforts to create more diverse and inclusive workplaces, said Dominique Hollins, founder of the DEI consulting firm WĒ360.
The Civil Rights Act of 1964 outlawed employment discrimination based on race, religion, sex, color and national origin. It also banned segregation in public places, like public schools and libraries. And Title VII of the Civil Rights Act established the Equal Employment Opportunity Commission, or EEOC, which works to eliminate employment discrimination.

Then, Floyd’s murder renewed the push for DEI leadership roles and initiatives at major corporations. Between 2019 and 2022, chief diversity and inclusion officer roles grew 

“DEI is just another word for racism. Shame on anyone who uses it,” Musk wrote, later doubling down: “DEI, because it discriminates on the basis of race, gender and many other factors, is not merely immoral, it is also illegal.”
Tesla since then omitted all language regarding minority workers and outreach to minority communities in a Securities and Exchange Commission filing.
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