Who Really Benefits from DEI Programs? The Answer May Surprise You

In our previous discussion about the politicization of Diversity, Equity, and Inclusion (DEI) initiatives, we explored why these programs have become lightning rods for criticism. Today, we’re diving deeper into an aspect of DEI that often gets overlooked in heated debates: the surprisingly wide spectrum of Americans who benefit from these programs beyond the usual narratives.

Too often, DEI has been reduced to racial or sexual politics—weaponized as a political wedge issue designed to instill fear or jealousy among certain voting demographics. This deliberate mischaracterization not only distorts the comprehensive nature of true inclusion but also obscures a crucial truth: DEI initiatives create better environments for virtually all Americans, transcending the hot-button issues that dominate headlines and political talking points.

Beyond the Usual Suspects: The Hidden Beneficiaries of DEI

Let’s explore ten groups that significantly benefit from DEI initiatives that rarely make headlines in the culture war narratives:

1. White Women in the Workplace

While gender diversity is certainly part of the DEI conversation, it’s worth noting that white women remain one of the largest beneficiaries of these initiatives—a fact often overshadowed in discussions framing DEI as primarily race-focused.

Women still face significant workplace barriers despite comprising nearly half the workforce. According to McKinsey & Company’s 2023 “Women in the Workplace” report, women remain underrepresented in leadership positions, with only 28% of C-suite positions held by women, and the pipeline to leadership narrows dramatically for women at each advancement stage.¹

DEI programs directly address gender-based barriers through initiatives like:

• Mentorship programs specifically designed for women’s advancement
• Family-friendly policies that recognize caregiving responsibilities
• Addressing gender pay gaps through transparency initiatives
• Combating gender-based microaggressions and harassment

As law professor Joan C. Williams notes in her research on workplace bias: “Gender discrimination remains pervasive but often operates through subtle mechanisms that formal policy alone cannot address. DEI initiatives provide the structured intervention needed to identify and eliminate these hidden barriers.”²

2. Military Veterans

Veterans returning to civilian life face unique challenges that DEI initiatives are specifically designed to address. Despite possessing valuable skills and experiences, many veterans struggle with the transition to corporate culture and finding meaningful employment that utilizes their capabilities.

The unemployment rate for veterans, while improved in recent years, still reflects systemic barriers. DEI programs benefit veterans through:

• Translation of military skills to civilian workplace competencies
• Accommodation for service-related disabilities
• Recognition of unique leadership training and experience
• Support for continued service in reserves or National Guard

Companies like Boeing, JP Morgan Chase, and Starbucks have implemented successful veteran inclusion programs as part of their broader DEI initiatives, recognizing that military experience brings valuable diversity of thought and approach to problem-solving.³

As former Secretary of Defense Lloyd Austin noted, “Veterans bring unique perspectives and proven leadership skills to the workplace. When organizations make deliberate efforts to include veterans, they’re not just doing the right thing—they’re making a smart business decision.”⁴

3. People with Disabilities

People with disabilities constitute one of America’s largest underemployed demographics, with employment rates significantly lower than those without disabilities. According to the Bureau of Labor Statistics, only about 21% of people with disabilities were employed in 2023, compared to 67% of people without disabilities.⁵

DEI initiatives benefit this community through:

• Workplace accommodations that enable productivity
• Remote work options that remove physical barriers
• Digital accessibility standards for internal and customer-facing technology
• Combating implicit biases about capability and productivity

Companies like Microsoft have demonstrated leadership in disability inclusion through their Autism Hiring Program and accessible technology initiatives. Their experience shows that inclusion efforts often lead to innovations that benefit all employees and customers.⁶

“When we design for disability, we all benefit,” notes disability rights advocate Haben Girma. “Curb cuts were designed for wheelchair users but help parents with strollers and travelers with rolling luggage. Similarly, workplace accommodations often improve processes for everyone.”⁷

4. First-Generation Professionals

First-generation professionals—those first in their families to enter professional or corporate environments—often lack the social capital, networks, and unwritten knowledge that peers from professional family backgrounds take for granted.

These individuals face unique challenges navigating workplace cultures, including:

• Understanding implicit workplace norms and expectations
• Building professional networks from scratch
• Overcoming imposter syndrome and belonging uncertainty
• Balancing family expectations with professional demands

DEI initiatives address these challenges through mentorship programs, professional development opportunities, and networking events that help level the playing field. Organizations like Management Leadership for Tomorrow (MLT) have developed specific programs to support first-generation professionals across racial and socioeconomic backgrounds.⁸

“First-gen professionals bring resilience and fresh perspectives but often struggle with unwritten rules that others learn at the dinner table,” explains workplace equity researcher Rachel Sanchez. “DEI programs that acknowledge and address these gaps create stronger organizations and prevent companies from missing out on incredible talent.”⁹

5. Rural Americans

Geographic diversity remains an underappreciated dimension of DEI work. Rural Americans often face barriers to professional advancement due to limited local opportunities, digital divides, and urban-centric hiring practices.

The rise of remote work, accelerated by the COVID-19 pandemic, has created new opportunities for inclusion that DEI initiatives can formalize and expand:

• Remote and hybrid work policies that enable rural participation
• Technology access initiatives that bridge digital divides
• Recognition of the unique perspectives rural Americans bring to problem-solving
• Addressing unconscious biases about education and capability based on geography

Companies like Shopify and GitLab have embraced “work from anywhere” policies as part of their DEI strategy, recognizing that geographic diversity brings valuable perspectives and expands the talent pool.¹⁰

“When companies embrace geographic diversity, they tap into perspectives shaped by different community experiences and problem-solving approaches,” notes rural economic development expert Sarah Thompson. “This diversity of thought is exactly what DEI is meant to cultivate.”¹¹

6. Older Workers and Age Diversity

Age discrimination remains persistent in the American workplace, with workers over 40 facing unique barriers despite legal protections under the Age Discrimination in Employment Act. A 2023 AARP survey found that 78% of older workers reported witnessing or experiencing age discrimination at work.¹²

DEI initiatives benefit older workers through:

• Combating ageist stereotypes about technology adoption and adaptability
• Creating intergenerational mentorship opportunities
• Recognizing the value of institutional knowledge and experience
• Accommodating changing physical needs without stigma

Companies like IBM and Marriott have implemented age-inclusive practices as part of their DEI strategy, recognizing that age diversity brings valuable perspective and stability to teams.¹³

“Age-diverse teams consistently outperform in areas requiring complex decision-making,” notes organizational psychologist Dr. Michael North. “When DEI initiatives include age as a dimension of diversity, organizations gain access to a broader range of experiences and approaches to problem-solving.”¹⁴

7. Neurodivergent Individuals

The concept of neurodiversity—recognizing and respecting neurological differences as normal variations in the human genome—has gained increased attention in DEI circles. Neurodivergent individuals include those with autism spectrum conditions, ADHD, dyslexia, and other cognitive differences.

While these conditions present challenges in traditional work environments, they often come with significant strengths that DEI initiatives can help organizations leverage:

• Accommodations that minimize environmental stressors
• Clear communication practices that benefit everyone
• Recognition of unique strengths and problem-solving approaches
• Flexible work arrangements that maximize productivity

Companies like SAP, JPMorgan Chase, and EY have implemented neurodiversity hiring programs that have demonstrated exceptional results. SAP’s Autism at Work program, for instance, has found that neurodivergent teams achieve productivity gains of 30% in specific roles.¹⁵

“Neurodivergent minds are wired to see patterns and solutions that others miss,” explains Dr. Lawrence Fung, director of the Stanford Neurodiversity Project. “When organizations create inclusive environments for different cognitive styles, innovation flourishes.”¹⁶

8. Religious Minorities

Religious diversity is an often-overlooked dimension of DEI work, yet accommodation for religious practice is essential for true inclusion. Religious minorities—including but not limited to Muslims, Jews, Sikhs, Hindus, and Buddhists—often face barriers to full workplace participation.

DEI initiatives benefit religious minorities through:

• Flexible scheduling for religious observances
• Accommodation for religious attire and grooming practices
• Prayer or meditation spaces in the workplace
• Education to prevent religious-based stereotyping and harassment

Companies like Accenture and Target have implemented comprehensive religious accommodation policies as part of their DEI strategy, recognizing that respect for religious diversity improves employee engagement and retention.¹⁷

“Religious identity is deeply personal and can’t be left at the door when entering the workplace,” notes interfaith workplace expert Eboo Patel. “DEI initiatives that acknowledge religious diversity create environments where people can bring their full selves to work, improving both engagement and creativity.”¹⁸

9. Socioeconomic Diversity

Class backgrounds and socioeconomic status significantly impact professional opportunities and experiences, yet they receive less attention in DEI conversations than other dimensions of diversity. Individuals from working-class or low-income backgrounds face unique barriers even after obtaining professional credentials.

DEI initiatives address socioeconomic inclusion through:

• Examining hiring practices that may favor privileged backgrounds
• Creating mentorship opportunities that build social capital
• Offering professional development to address skills gaps
• Implementing transparent promotion processes that reduce reliance on informal networks

Companies like Prudential Financial have implemented programs specifically targeting socioeconomic inclusion, recognizing that class diversity brings valuable perspectives to decision-making.¹⁹

“Organizations that overlook socioeconomic diversity miss crucial insights about their markets and customers,” explains social mobility researcher Dr. Nicole Stephens. “When DEI initiatives include class background as a dimension of diversity, companies gain access to a much wider range of lived experiences and problem-solving approaches.”²⁰

10. Parents and Caregivers

While not typically centered in DEI conversations, parents and caregivers face significant workplace challenges that inclusion initiatives can address. The “motherhood penalty” and “fatherhood bonus” demonstrate how parental status affects career trajectories differently based on gender, while all caregivers struggle with balancing professional and family responsibilities.

DEI initiatives benefit parents and caregivers through:

• Flexible work arrangements that accommodate family responsibilities
• Parental leave policies that support all parents regardless of gender
• Childcare assistance or on-site facilities
• Return-to-work programs for those who have taken career breaks

Companies like Patagonia have implemented family-friendly policies as central components of their DEI strategy, recognizing that supporting caregivers improves retention and engagement.²¹

“When organizations treat caregiving as a shared human experience rather than a ‘women’s issue,’ they create more equitable workplaces for everyone,” notes work-life researcher Dr. Jennifer Glass. “DEI initiatives that address caregiving needs tend to improve workplace cultures overall.”²²

11. Former Justice-Involved Individuals

People with criminal records face some of the most persistent barriers to employment, with formerly incarcerated individuals experiencing unemployment rates five times higher than the general population. Given that approximately one-third of American adults have some form of criminal record, this represents a significant portion of the potential workforce.²³

DEI initiatives benefit justice-involved individuals through:

• “Ban the box” policies that delay criminal background checks until later in the hiring process
• Skills-based hiring that focuses on capabilities rather than history
• Partnerships with reentry programs to create pipelines for qualified candidates
• Support systems that improve retention and reduce recidivism

Companies like JP Morgan Chase and Dave’s Killer Bread have implemented “second chance” hiring programs as part of their DEI strategy, finding that formerly incarcerated employees often demonstrate exceptional loyalty and work ethic.²⁴

“When organizations create pathways for people with criminal records, they not only access an overlooked talent pool but contribute to reducing recidivism,” notes employment equity advocate Michelle Rodriguez. “This is DEI work that transforms individual lives and strengthens communities.”²⁵

12. People with Non-Traditional Educational Backgrounds

The traditional four-year degree path remains the presumed route to professional success, despite significant evidence that skills and capabilities can be developed through various educational and experiential paths. People with non-traditional educational backgrounds—including community college graduates, trade school alumni, bootcamp completers, and autodidacts—often face structural barriers despite possessing relevant skills.

DEI initiatives benefit these individuals through:

• Skills-based hiring practices that focus on capabilities rather than credentials
• Alternative credential recognition in hiring and promotion
• Professional development opportunities that provide pathways to advancement
• Mentorship programs that build professional networks

Companies like Google, IBM, and Apple have eliminated degree requirements for many positions as part of their DEI strategy, recognizing that educational requirements often screen out qualified candidates from diverse backgrounds.²⁶

“When organizations move beyond educational pedigree to focus on skills and potential, they access talent that traditional hiring methods miss,” explains workforce development expert Byron Auguste. “This shift benefits individuals from all backgrounds who have developed capabilities through non-traditional paths.”²⁷

And Don’t Forget…

While we’ve explored groups that aren’t typically centered in DEI conversations, it’s important to remember why racial minorities and LGBTQ+ communities remain essential focus areas for inclusion work:

Racial Minorities

Despite decades of progress, racial disparities persist across virtually every measure of professional advancement:

• Black and Hispanic workers remain significantly underrepresented in leadership positions
• Racial wage gaps persist even when controlling for education and experience
• People of color report higher rates of workplace harassment and microaggressions
• Hiring discrimination continues to create barriers to entry

DEI initiatives address these disparities through targeted recruitment, mentorship programs, and cultural competence training. The business case for racial inclusion remains strong, with McKinsey research showing that companies in the top quartile for racial diversity are 36% more likely to outperform industry median financial returns.²⁸

LGBTQ+ Communities

LGBTQ+ workers continue to face significant workplace challenges:

• 46% of LGBTQ+ workers report experiencing unfair treatment at work
• Transgender workers face particularly high rates of discrimination and harassment
• Benefits disparities affect LGBTQ+ families in many workplaces
• State-level legal protections vary widely, creating geographic inequities

DEI initiatives benefit LGBTQ+ workers through inclusive benefits policies, non-discrimination protections, and workplace climate improvements. Research consistently shows that LGBTQ+ inclusion correlates with improved business outcomes, including higher stock performance and innovation rates.²⁹

The Universal Benefits of Inclusive Workplaces

What unites all these diverse groups is that the barriers they face are often structural rather than the result of individual prejudice. DEI initiatives work to identify and remove these barriers, creating environments where everyone can contribute fully.

When designed and implemented effectively, DEI programs create workplaces where:

• Talent is recognized regardless of background or identity
• Multiple perspectives inform decision-making and innovation
• Employees can bring their authentic selves to work
• Organizations better reflect and understand the diverse markets they serve

Far from being a zero-sum game where only certain groups benefit, comprehensive DEI work creates better workplaces for everyone. As DEI expert Dr. Robert Livingston puts it, “Inclusion isn’t about helping any one group at the expense of others—it’s about removing barriers that prevent people from contributing their full potential.”³⁰

Moving Beyond the Culture Wars

Understanding the broad range of beneficiaries helps reframe DEI from a polarized political issue to a practical approach that universally benefits Americans across all walks of life. When we recognize that DEI initiatives help veterans, rural Americans, people with disabilities, and many others—not just the groups featured in divisive political rhetoric—we can move toward a more productive conversation about how to design and implement these programs effectively.

The true purpose of DEI work isn’t to advance any narrow political agenda but to create environments where all Americans can thrive regardless of background or identity. These initiatives transcend the hot-button issues of race and sexual identity that some use as tools to divide us. In reality, comprehensive inclusion practices strengthen our workplaces, communities, and economy by ensuring everyone has the opportunity to contribute their unique talents and perspectives.

As we continue to navigate contentious debates about DEI, let’s remember that effective inclusion work benefits far more Americans than most realize—cutting across political, geographic, and demographic lines. The question shouldn’t be whether to pursue diversity, equity, and inclusion, but how to design approaches that recognize our shared interest in removing barriers that prevent any American from contributing their best work and achieving their full potential.