One of my clients as an Independent Living Coordinator was a young white teenager working his very first job. His loving, protective, and attentive f
One of my clients as an Independent Living Coordinator was a young white teenager working his very first job. His loving, protective, and attentive father came with him for our first meeting. The young man was autistic. I got the message. “Take care of my son and do right by him. Please.”
(He didn’t know I was the oldest daughter, granddaughter, middle cousin-and now I was the single mother of a rambunctious and outspoken young son. I had been taking care of all kinds of kids since I was a few years out of diapers myself.)
It was my job to assist and support him on this transition as well as advocate for him as needed on this job with the major retailer. Helping this young man to succeed in his first job took teamwork. He was eligible for free services provided by me-paid for by tax dollars-to help him do that. Teamwork.
*This memory always makes me smile.
Many people wrongly believe DEI (Diversity, Equity, and Inclusion) is “just for Black people” or “just for others”—when in truth, DEI benefits a wide range of individuals and communities, often in ways that surprise people.
Below is a list of surprising or overlooked groups who benefit from DEI—along with why and how they benefit.
🌟 1. White Women
Why?
Title IX, affirmative action, and workplace equity programs have overwhelmingly benefited white women.
White women are statistically the largest demographic to benefit from corporate diversity initiatives and educational access policies.
How?
Equal pay enforcement
Anti-harassment policies
Career mobility support
Flexible workplace accommodations for parenting or caregiving
🌟 2. Veterans (Including White Male Veterans)
Why?
Veterans are often overlooked or misunderstood in civilian workplaces. DEI recognizes diverse life experiences and creates pathways for their transition.
How?
Veteran hiring programs
Mental health support and trauma-informed practices
ERGs (Employee Resource Groups) that celebrate military service
🌟 3. People with Disabilities (Visible and Invisible)
Why?
DEI pushes for accessibility in hiring, facilities, and team culture—benefiting people with physical, neurological, and mental health conditions.
How?
Remote work options
Adaptive technology and tools
Inclusive design in physical and digital spaces
Employee education around neurodiversity and chronic illness
🌟 4. Caregivers and Single Parents
Why?
DEI emphasizes flexibility and humanity. Policies that support caregivers help those juggling elder care, child care, and family medical leave.
How?
Paid parental leave
On-site or subsidized child care
Hybrid/remote work options
Understanding workplace culture for absences and flexibility
🌟 5. Rural Workers
Why?
Rural populations face geographic, economic, and digital access barriers that DEI initiatives often address.
How?
Remote work access
Broadband equity programs
Inclusion in national hiring pools
🌟 6. Religious Minorities and Faith-Based Employees
Why?
DEI protects the rights of those who observe different holidays, dress modestly, or follow specific religious practices.
How?
Flexible time-off policies for religious observance
Prayer space accommodation
Anti-discrimination protections for faith-based expression
🌟 7. LGBTQ+ Individuals (Including Those Who Have Not Chose to Share at Work)
Why?
Many workers do not feel safe being fully themselves. DEI creates cultures where identity is not a liability.
How?
Inclusive healthcare policies
ERGs and mentorship for LGBTQ+ workers
Protection from harassment or retaliation
Education to reduce bias in the workplace
🌟 8. Older Workers / Workers Over 50
Why?
Ageism is a real barrier. DEI efforts support workers of all ages in being hired, promoted, and respected.
How?
Skill-based hiring over age-based assumptions
Cross-generational mentoring
Combatting forced early retirement
🌟 9. Immigrants and First-Generation Americans
Why?
DEI often includes language access, cultural sensitivity, and support for non-traditional educational paths.
How?
ESL programs and multilingual HR support
Recognition of foreign credentials
Inclusive hiring practices
🌟 10. Formerly Incarcerated People / Second-Chance Workers
Why?
DEI opens doors for people who face legal or social stigma after incarceration.
How?
Ban-the-box hiring
Fair chance employment initiatives
Trauma-informed leadership training
🌟 11. People Who Don’t “Fit In” with Dominant Workplace Culture
Why?
DEI celebrates varied communication styles, neurodivergence, introversion, alternative fashion, accents, etc.
How?
Psychological safety to speak up
Inclusion of different learning and communication styles
Valuing authenticity over “culture fit”
🔄 DEI Creates Ripple Effects:
When DEI improves:
Workplace policies become more humane
Hiring becomes more skill-based and equitable
Leaders become more empathetic
Employees become more engaged, seen, and retained
💬 Final Thought
DEI isn’t about handouts. It’s about fairness.
It’s about removing barriers that shouldn’t have been there in the first place—barriers that hurt many people, not just a few.
🚫 Let’s Bust the Myth: DEI Isn’t Just for Black People
That’s a narrow and false narrative.
DEI is for anyone who’s ever:
Been overlooked
Felt “othered” at work
Needed accommodations
Wanted to belong without hiding who they are
If you’ve ever been the only woman in the room, the youngest, the oldest, the one with a disability, the one with an accent, the one who didn’t go to college, the one who’s raising kids alone—DEI is for you, too.
When DEI is done right, the whole workplace becomes better for everyone.
