Beyond the Buzzwords: The Historical Foundations of DEI

Diversity, Equity, and Inclusion (DEI) has been the focus of extensive discussion lately. As with any contemporary issue, it’s essential to understand its history before forming an opinion. In recent years, politicians have used DEI as a buzzword to appeal to those feeling threatened by its concepts. As a result, it’s become a scapegoat for individuals feeling overwhelmed by changes in society and the workplace.  

However, knowledge is the best antidote to fear and anger. Broadening our understanding of the topic and the experiences of others allows us to integrate new insights into our worldview. To enhance our awareness, let’s explore the history of DEI policies.

First, an Explanation

ACLU breaks down each part of the guideline

Diversity ensures representation among qualified persons across race, national origin, sex, gender, sexual orientation, disability, age, socioeconomic status, military status, shared ancestry, parental status, persons who live in rural communities, and more so that institutions reflect the communities they serve.  

Equity recognizes that inequalities exist and works to dismantle the barriers that disproportionately harm marginalized communities, ensuring fair access to resources and opportunities.  

Inclusion ensures that institutions are not just diverse, but that all individuals, especially those historically excluded, can fully participate and contribute without fear of discrimination or bias.  

Accessibility expands opportunities for individuals of all abilities by removing physical, technological, and systemic barriers that may prevent full participation in society through reasonable accommodations, inclusive work and public spaces, and more.¹

DEI In Practice

DEI in the workplace means embracing policies that ensure fairness in hiring, compensation, and promotions. It also enhances employee well-being through parental leave, access tolactation rooms, and mental health support. Additionally, employers can reduce the risk of litigation and financial loss while increasing their chances of driving innovation and profitability by tapping into the ideas from diverse employees. 

Classroom accommodations for students in need, such as extended time for tests and behavioral support, are essential. This approach allows students to explore their history and embrace their identities fully. It ensures that all students receive a quality education in an environment free of discrimination and harassment.

The military has a long history of discriminatory policies that have significantly impacted African Americans, women, and members of the LGBTQ+ community. DEI policies in the military have helped ensure that qualified individuals are not restricted from serving based on factors unrelated to their abilities.²

Background of DEI

DEI has its roots in the transformative U.S. Civil Rights movement of the 1960s. A key milestone in this movement was the Civil Rights Act of 1964, a vital step in fighting institutionalized discrimination in the United States and paving the way for future DEI efforts. 

Subsequent laws, such as Title IX and the Americans with Disabilities Act, have further reinforced our commitment to civil rights, addressing  gender equality and disability rights.

While the Civil War ended slavery, the Reconstruction era hindered the realization of the rights of newly freed individuals through restrictive laws. Even today, we can observe similar attitudes and justifications rooted in fear of what full inclusion for all might mean for some. 

It’s important to recognize that these attitudes highlight the need for DEI initiatives, which strive to ensure equal rights and opportunities for everyone. This mindset of inequity is the reason behind DEI initiatives, which aim to ensure that all U.S. citizens have equal rights and opportunities. Discrimination has long been a challenging issue in the U.S., but the emerging policies have played a crucial role in shaping a more equitable nation.

The Civil Rights Act of 1866 was the first law in America to define citizenship and affirm that all citizens are protected by the law regardless of race or color. This important legislation established a foundation for modern civil rights protections.

The 19th Amendment was a momentous step forward, granting white women the right to vote and making a significant achievement for gender equality. However, it’s important to acknowledge that it didn’t extend this right to women of color, highlighting the ongoing journey to true equality. 

The Fair Labor Standards Act of 1938 brought vital reforms by establishing a minimum wage, overtime pay, and protections against child labor. These changes were crucial in combating the unfair treatment of low-income and marginalized workers.

The Women’s Armed Services Integration Act of 1948 recognized women as essential and permanent military members. However, it limited the number of women who could become officers and prohibited their participation in combat, showing the need for continued progress.

Executive Order 9981 made a significant step towards abolishing segregation in the armed forces, promoting equal treatment and opportunities for everyone, irrespective of color, race, religion, or national origin.

The 1954 Supreme Court case Brown v. Board of Education of Topeka boldly declared that racially segregated public schools were unconstitutional, paving the way for a more equitable society.³

There are countless examples of inspiring social rights movements and impactful laws emphasizing that diversity, equity, and inclusion are essential. While discussions around its interpretation can spark frustration, it’s important to remember that DEI isn’t a new concept- it’s a vital one. DEI policies have led to significant progress, promoting equity by tackling segregation practices, empowering voting rights, enhancing home ownership, and ensuring everyone has access to education and employment opportunities. 

The application of DEI principles within institutions can vary, and there are concerns about bias against qualified candidates or quota pressures.⁴ It’s essential to acknowledge the valid points on both sides of the DEI discussion. Mismanagement of DEI policies can occur, and effectiveness requires more than just meeting external standards.
 

Laws that protect human rights are vital for building a fair and inclusive society, especially considering our history of deep-rooted prejudices. The principles of diversity, equity, and inclusion has its roots in the Declaration of Independence, which proclaims that “all men are created equal” and have the right to “life, liberty, and the pursuit of happiness.” The foundational ideals  of equality and diversity were established early in our nation’s history.⁵
 

While no legislation is perfect, each one represents a step forward in improving conditions for all. As our society evolves, so too do our amendments, reflecting our increased awareness and societal progress. A more productive approach would be to embrace the possibilities that DEI initiatives offer and hold ourselves accountable for their success.

References

1. Conway, Kim, Kellen, Zeng, Ricardo, Mimbela. “Diversity, Equity, Inclusion, and Accessibility Policies.” ACLU. 27 Feb 2025. https://www.aclu.org/news/racial-justice/dei-and-accessibility-explained.

2. Conway, Kim, et al. “Diversity, Equity, Inclusion, and Accessibility Policies.”

3. “How History Has Shaped Racial and Ethnic Disparities.” KFF. Accessed 1 May 2025. https://www.kff.org/how-history-has-shaped-racial-and-ethnic-health-disparities-a-timeline-of-policies-and-events.

4. Kratz, Julie. “DEI Backlash, 4 Legitimate Concerns to Avoid.” Forbes. 25 Aug 2024. https://www.forbes.com/sites/juliekratz/2024/08/25/dei-backlash-4-legitimate-concerns-to-avoid/.

5. “Declaration of Independence.” National Archives. Last Updated 16 May 2025. https://www.archives.gov/founding-docs/declaration-transcript.