Diversity, equity, and inclusion (DEI) initiatives aim to address gender, age, and racial disparities in corporate environments. This paper reviews the impact of DEI programs in creating a workplace that fosters productivity and inclusivity. The paper also discusses DEI programs being ineffective in reducing implicit bias as research shows that the effects of these programs fade within 24 hours, mainly because they are tailored to enhance the company’s overall image rather than lasting solutions for reducing discrimination. Reverse discrimination is also underlined as a rising concern, for individuals may feel as if they are undeserving of a particular position due to the emphasis on diversity. Furthermore, factors for measuring programs’ success are derived from the economic outcomes, employee sentiments, and public response. Although current research may have limitations on measuring success and corporate differences in implementing DEI programs, DEI has undoubtedly shown no overall improvement in the economic market. This study emphasizes the level of inclusion that employees feel in relation to the rushed, checkbox-driven initiatives. As a solution for the surface-level goals formulated from DEI programs, Inclusive Economics (IE) may play a role in enhancing the DEI factor in the workplace. IE differs from that of DEI by having a tangible success measurement scale and incorporates employees’ responses in today’s workplace. Conclusively, understanding the effectiveness of DEI programs and altering it accordingly is crucial for establishing an inclusive workplace in a globalized world.
Lee et al. (2025) studied this question.