Written by Aang Lakey, Life Coach, Consultant & Speaker
Aang Lakey is the founder and CEO of Increasing Consciousness, a company dedicated to facilitating global equity through leadership coaching and education. Aang is well known for connecting key research areas in the self-development, human intelligence, DEI, and violence prevention realms to empower leaders to facilitate systemic change.
Let’s get real deep, real quick, and talk about the weaponization and politicization of specific terms so we can reclaim the true essence of equity in leadership. “Focusing on DEIAB principles is not an optional or separate initiative for leadership; it is, in fact, the foundation of core leadership principles.”
Over the last decade, terms like Diversity, Equity, Inclusion, Accessibility, and Belonging (DEIAB) have become commonplace in corporate and organizational conversations, allowing many companies to capitalize on the business imperatives that a focus in these areas creates. However, with their rising prominence, these terms have also been increasingly politicized and weaponized, which distorts their core purpose and turns what should be universal human principles into divisive, polarizing discussions.
In particular, equity and belonging, which touch on deep human needs, are often lost in the noise of political rhetoric. Leaders today face a crucial task: to separate these terms from the politics surrounding them and refocus on fostering equity as a foundational principle that benefits not just individuals but entire teams and organizations.
In this article, we’ll help you understand the importance of equity work beyond the politicization of DEIA, and how to embed these principles into leadership practices for tangible, sustainable outcomes.
The politicization and weaponization of DEIAB
The politicization of DEIAB often stems from a misunderstanding or oversimplification of what these terms mean in practice. Diversity is frequently reduced to quotas or optics that too often only focus on specific characteristics and leave out anyone else. Inclusion then becomes tokenism rather than fostering genuine participation and belonging, and accessibility is limited to basic compliance measures. I cannot tell you the number of times in my work that I hear, “We follow all requirements laid out by the ADA.” Meeting the absolute bare minimum is not facilitating equity.
Perhaps the most concerning is that equity is treated as a zero-sum game, leading some to believe that advancing equity for one group diminishes opportunities for others. This framing fuels resistance, particularly from those who view DEIAB as a threat to established norms rather than as a tool for creating more just and effective workplaces.
As leaders, it’s essential to reclaim the core meanings of these terms. Equity is not about taking away resources but about ensuring everyone has access to the opportunities and support they need to succeed. Equity levels the playing field by addressing systemic barriers that prevent certain individuals from thriving. This isn’t a political stance; it’s a moral and practical imperative.
Equity and belonging: Universal human desires
At its core, equity speaks to the universal human desire for fairness, dignity, and belonging. Regardless of background, every individual wants to feel that they are treated justly, that they have a seat at the table, and that their unique contributions are valued.
When leaders focus on fostering equity, they are directly addressing these core human needs. By ensuring that everyone within an organization has access to the same opportunities, leaders create an environment where all employees can thrive. Equity-based leadership signals that all individuals, regardless of background, are essential contributors to the organization’s success. When employees feel valued, their engagement, productivity, and loyalty increase. In short, fostering equity isn’t just a moral responsibility; it’s a strategic advantage.
The same is true for belonging. Belonging is more than just fitting into a team or organization, and it is a fundamental human need that drives engagement, loyalty, and performance. Leaders who can cultivate belonging in their teams create environments where every person feels valued and respected, which enhances trust and psychological safety. When they feel as though they belong, they are more likely to express creativity, take risks, and offer innovative solutions that propel the organization forward. Conversely, individuals who feel disconnected or excluded are less engaged and less likely to contribute fully to the collective goals.
Equity and belonging transcend superficial boundaries such as political or cultural differences; they tap into the core of our humanity, where we seek connection, acceptance, and the opportunity to contribute meaningfully. Fostering equity and belonging is essential for organizational success because it fosters inclusivity, leading to diverse perspectives and stronger problem-solving capabilities.
Leaders who prioritize these areas recognize that a thriving, inclusive environment is not just a 'nice-to-have' but a critical driver for organizational success. The ability to create spaces where everyone can contribute authentically leads to higher employee satisfaction, retention, and a shared commitment to the overall mission.
Practicing “DEIAB” is embodying basic leadership principles
The idea that DEIAB work is separate from Leadership is an illusion that is meant to further divide and marginalize anyone who doesn’t fit into their perceptions of how leadership should look and feel. Focusing on DEIAB principles is not an optional or separate initiative for leadership; it is, in fact, the foundation of core leadership principles. At its essence, leadership is about creating environments where people feel valued, supported, and empowered to reach their fullest potential. DEIAB practices are foundational to this, as they ensure fairness, foster a sense of safety, and promote diverse perspectives, which are key to innovation and problem-solving.
Moreover, equity work is in alignment with key content areas like self-awareness, empathy, communication, psychological safety, emotional and social intelligence, and reflexivity. Leaders who practice DEIAB create inclusive spaces where people from all backgrounds feel like they belong, which directly supports engagement, collaboration, and organizational success.
Reflexivity helps leaders challenge biases, while empathy allows them to connect with and understand the unique needs of their teams. These practices not only improve relationships but also strengthen the organization’s ability to achieve its goals through collective growth and shared accountability.
The benefits of fostering equity for teams and organizations
Leaders who focus on fostering equity and belonging in their organizations unlock a range of benefits that can profoundly impact organizational culture and business outcomes. Here are some key advantages:
1. Increased psychological safety
Equitable environments cultivate psychological safety by ensuring all employees feel they belong and that their unique perspectives are valued. This psychological safety allows individuals to voice concerns, share ideas, and challenge the status quo without fear of being marginalized, ultimately driving creativity and innovation.
2. Higher employee engagement
Employees who perceive that they are treated equitably are more likely to feel engaged in their work. When they feel seen and respected, and see their personal growth as aligned with the success of the organization, this can lead to increased motivation, dedication, and effort.
3. Improved collaboration
When equity is prioritized, employees from diverse backgrounds feel more comfortable sharing their perspectives and experiences which can enhance the quality of the content that leaders work with. This leads to more inclusive decision-making and richer problem-solving, as teams benefit from a wider array of ideas and experiences.
4. Greater innovation
Equitable workplaces foster psychological safety where employees feel confident that their voices will be heard without fear of retribution. This kind of environment encourages innovation and creative problem-solving where individuals are more willing to take creative risks and propose new solutions to challenges.
5. Enhanced retention
Organizations that foster equity and belonging are better positioned to retain top talent. Its that simple. When employees feel valued and supported, they are less likely to seek opportunities elsewhere, even when offered higher salaries and or better benefits. Retaining employees reduces turnover costs and helps maintain institutional knowledge, leading to significantly better outcomes for everyone involved.
6. Better organizational reputation
Companies known for their commitment to equity and inclusion are more attractive to both employees and customers, as everyone today recognizes the need to live authentically and feel as though they can belong as their whole selves. This reputation can translate into better brand loyalty, enhanced public perception, and an overall stronger market position.
7. Increased agility and resilience
Equity encourages leaders to recognize and address the unique challenges faced by different groups within the organization. This awareness leads to more adaptive leadership practices, enabling organizations to respond to changes and challenges more effectively.
8. Stronger team cohesion
Teams built on equity and belonging are more cohesive and less prone to internal conflict. When everyone feels that they are treated fairly and their contributions matter, there is less space for resentment or power struggles. This unity strengthens team dynamics and leads to higher performance.
9. Cultural competence
Fostering equity helps organizations develop greater cultural competence, which is increasingly important in today’s globalized business environment. Leaders who prioritize equity are better able to navigate cross-cultural differences and build relationships with diverse stakeholders.
10. Increased customer trust
In today’s socially conscious market, customers are more likely to support companies that demonstrate a commitment to equity and inclusion. Organizations that prioritize these values are seen as ethical and trustworthy, which can lead to stronger customer relationships and brand loyalty.
11. Leadership development
By focusing on equity, leaders themselves are forced to become more reflexive and adaptive. Bringing Reflexivity into your leadership, or more simply the capacity to reflect on and adjust one’s behavior based on insights, is essential for effective leadership and leaders who practice reflexivity are better able to address their own biases, make more informed decisions, and model the behaviors they wish to see in their teams.
12. Improved decision making
Equitable leaders engage diverse perspectives, which enriches the decision-making process. Research shows that when leaders consider different viewpoints, they make better, more informed decisions that account for various stakeholder needs.
13. Transparent and open communication
Equity fosters an environment of transparency where open communication is encouraged, ensuring that all employees feel their voices are heard. When combined with other aspects of conscious leadership to ensure empathetic responses, cultural competence, and appropriate accountability, this not only increases trust but also ensures that issues of inequity are addressed promptly, improving organizational health overall.
Moving from DEIA compliance to true equity work
To truly separate DEIA from its politicized and weaponized versions, leaders must shift from surface-level compliance to deeper, more authentic equity work. This involves more than just adopting policies or meeting diversity quotas; it requires a genuine commitment to understanding and addressing systemic inequalities within the organization.
Reflexivity, intentionality, and congruence become critical in this process. Leaders need to continuously reflect on their own biases, the power dynamics at play, and how their decisions affect different groups, as well as intentionally focus on contextual areas that relate to their team, and act in accordance with their stated values and goals.
Want to take action towards these goals?
Reframe DEI work as essential leadership principles, such as building psychological safety, increasing trust, and modeling accountability, to help everyone understand the impact and relevance of equity work within the larger organizational context.
Teach specific skills, such as nonviolent communication, bystander intervention and how to model holding each other appropriately accountable, and how to maintain team feedback loops to create a culture of accountability and facilitate difficult conversations.
Encourage everyone to start small, practice reflexivity and being intentional, and find sustainable ways to incorporate consciousness-building practices into their work routines.
Build a community of individuals within the organization to explore and learn about how these concepts play out in interpersonal dynamics in a safe environment.
To close us out, equity and belonging are not political buzzwords but fundamental human needs that, when met, drive organizational success. Leaders must reclaim these terms from divisive rhetoric and focus on creating environments where every individual can thrive. When equity is truly embedded into leadership practices, the benefits ripple across the entire organization—leading to stronger, more innovative, and resilient teams.
Read more from Aang Lakey
Aang Lakey, Life Coach, Consultant & Speaker
Aang Lakey is a leader in ushering in a new wave of global consciousness. Their work facilitates global equity by educating and coaching leadership teams to integrate reflexivity, intentionality, and anti-oppressive practices into their daily lives and leadership styles. Through the principle of refraction, Aang encourages leaders to touch as many people as possible by living with integrity and emanating congruence in their leadership. Their approach is simple: elevate your own consciousness and watch the ripple effect that has on every aspect of your life and with every person you interact with.
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