DEI—Diversity, Equity, and Inclusion—is facing a reckoning. President Trump has led the charge with Executive Orders to dismantle it from the fabric of institutions. He’s called DEI “divisive” and “un-American.” Some corporate leaders seem glad to see it go for a variety of reasons. Others from companies like Costco, JPMorgan, and Apple have signaled they will continue their diversity efforts in the continuing journey towards equality.
For Canadian companies, watching how DEI evolves in the United States is crucial. Businesses operating on both sides of the border will have to navigate competing pressures. Will firms in Canada stay committed to DEI progress or will they bow to the influence and reactionary politics from south of the border. This leaves the disability community with pressing questions: how will these rollbacks impact us? And, what will happen in Canada?
I find myself with mixed feelings. My perspective on DEI shifted several years ago, particularly as it relates to disability inclusion. While DEI’s official intentions are noble, its execution often leaves me cold. Oftentimes by mandating change, DEI became a numbers game instead of a process to focus on individual strengths, skills and potential. It counted and divided us by race, gender, disability etc —rather than putting energy into what could unite us.
DEI lumps disability in with race, gender, and sexual orientation under a broad “inclusivity” umbrella, as if all marginalized groups face the same challenges. They don’t! In fact, oftentimes, DEI can exacerbate differences by fostering an “us vs. them” mentality that breeds resentment rather than unity.
I’ve lived this reality my whole life. Disability is, as I now see it, not really a diversity issue; it’s a matter of health, infrastructure, and accessibility. As a child, I rode a separate bus labeled for students with “special needs.” All I wanted was to be like everyone else, but I was constantly reminded by the system of my health and mobility differences. That feeling has followed me into adulthood, where as part of the disability community I’m often siloed rather than meaningfully integrated.
While I don’t agree with all of the criticism out there, I do believe some concerns are valid. DEI’s approach to disability often feels performative for shareholders and governments’. Mandatory diversity training that takes a few hours is but a superficial exercise, and its’ one-size-fits-all approach fails to address the complexities of living with a disability. For many, DEI has become more about optics than outcomes, more about checking compulsory boxes than driving and measuring real change.
Truth is, DEI, as it stands is broken. It has become more about appearances than action, more about division than unity. And, when it comes to disability, it has failed miserably. Real inclusion isn’t about slogans or shallow diversity initiatives; it’s about creating a world where everyone, regardless of ability, has a fair shot
What began as a well-intentioned initiative has devolved into a culture war, focusing too much on policing language and not enough on taking meaningful action. Disability accommodations shouldn’t be an afterthought within DEI. They should be fundamental to how organizations operate and a priority from the ground up.
It’s time is now to separate disability from DEI and build something that actually works. People with disabilities don’t need DEI programs to succeed; we need organizations to invest in accessibility and workplace accommodations. Equal opportunities for all—not forced outcomes—should be the focus, full stop!
Let’s stop pretending DEI is the answer and start creating real solutions. Anything less is just empty promises.
Joel Dembe is a Paralympian, public speaker and is now a senior communications manager at RBC. He’s also Co-Chair of RBC REACH, Royal Bank of Canada’s advisory group for clients and employees living with disabilities. He serves as a Chair of the Patron’s Council for the Canadian Abilities Foundation.
