5 Things Sustainability And DEI Have In Common

Dr. Nika White • April 14, 2022

For too long, the sustainability and diversity, equity, and inclusion (DEI) sectors have been considered separate industries with very different goals and interests. Justice and equity-minded folks have been forced to choose between the two. You’re either into sustainability and saving the environment. Or you’re into diversity, equity, inclusion and helping people. But the time has come to see these two disciplines as co-equal partners in the pursuit of a more just, and equitable world. They have more in common in their approach to change than people think. Here are 5 things the sustainability and DEI sectors have in common and how the two disciplines can work together to make lasting change.

Both Focus On Lasting Solutions Rather Than Band-Aids

In sustainability, the focus on creating lasting solutions that positively impact the environment in the future is a key pillar. We see this in the worldwide effort to rid the ocean of harmful plastics, the investment in clean energy like solar and wind, and the fight for environmental justice.

The same goes for DEI. While improving diversity, equity and inclusion are the ultimate goals, DEI professionals focus on lasting cultural and social change that promotes safety, equity, and equal justice for all. From the legislative level down to the grassroots, DEI professionals are focused on decreasing discrimination against certain identities, building psychologically safer spaces, and bridging the gaps in resources and understanding. Both disciplines know that dedicated solutions are the way to make lasting change.

Both Value Intersectionality

Both sustainability and DEI focus on intersectionality and building cross-disciplinary partnerships. Both understand how change isn’t made in a vacuum and connecting across industries and identities is essential to making progress.

Sustainability advocates know that reducing carbon emissions on our warming planet isn’t just about driving fewer cars. But it’s also about reaching into the agricultural sector to reduce animal emissions or partnering with the fashion industry to reduce pollution.

DEI professionals know that working to eliminate discrimination against LGBTQIA+ folks goes beyond sex and gender but also involves analyzing the intersections of race, class, faith, and ability.

Both disciplines acknowledge that no issue is two-dimensional. In order to make real progress, we must see the larger web of interconnectedness and work across difference to actualize change.

Both Take Into Consideration Impact Versus Intention

In DEI, impact vs intention is a huge conversation. While many people don’t intend to cause harm with their words or actions, they may. DEI professionals seek to raise awareness about the difference between impact versus intention. The goal is to get individuals to become more mindful and respectful in their cross-cultural interactions.

The same goes for sustainability. While most people don’t intend to release a plastic bag into a river or stream nor do they intend to increase air pollution by driving their kids to school, that may be the impact. Sustainability advocates also seek to educate the population on how their actions impact the larger environment and how they can pivot to become more environmentally friendly in their day-to-day life.

Both Offer Actionable Steps To Improve Lives

Both DEI and sustainability focus on simple steps individuals can take to make a change. It’s not about overnight success or immediate transformation, it’s about slow progressive steps that improve life as we know it.

DEI focuses on how educating ourselves, becoming more conscious about our actions, and facing our own biases and prejudices can help us become better allies, partners, and friends. With thoughtful everyday actions, DEI advocates believe we can all adopt an inclusive and equitable mindset in our personal and professional lives.

The same goes for sustainability advocates. By reducing our dependence on cars, being mindful of our waste, and moving consciously through the environment, we can preserve it one individual at a time. A number of small steps can lead to great results.

Both Promote Harmony, Peace, And Cooperation

The end goal for both the DEI and sustainability disciplines is to live in a world that’s harmonious, peaceful, and just. DEI advocates dream of a world where many identities can live alongside one another in peace and harmony. The same is true for sustainability advocates who dream of living in a world that’s clean and harmonious with nature. Both disciplines want nothing more than a planet that feels safe and equitable for everyone and everything living on it.

Final Thoughts

Although the sustainability and DEI industries have historically been in opposition, the time is now to join forces and build a world that works for all of us. We have a unique opportunity with the issues facing our world to join together and form solutions that make a lasting change for everyone and everything. Infusing DEI into sustainable businesses or adding more sustainable practices into DEI organizations can be the first steps towards building partnerships across these two disciplines and creating the world we want to see.

Read more from The Human Shift on Substack, where I share long-form essays on leadership, culture, and how we work and live.

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Emotional Memory Outlasts Organizational Memory - People Forget Many Meetings. They Rarely Forget How They Consistently Felt.

By Nika White • October 5, 2026
Think about a leader who had a lasting impact on you. You probably remember a few things they said. You almost certainly remember how it felt to work with them. Maybe you felt trusted. Maybe you felt anxious every time they called. Maybe you felt challenged in a way that helped you grow. Maybe you felt like you were constantly trying to avoid disappointing them. That emotional memory stays with us much longer than most organizational moments. Earlier in The Human Shift, we explored the leadership aftermath and the emotional tone leaders leave behind. Over time, those individual experiences become something much larger. They become the stories people tell about what it was like to work there. That's one of the ways culture is built. Not through one memorable event. Through repeated emotional experiences. A Reframe People don't remember every interaction. They remember the pattern those interactions created. One Simple Practice Think about someone you lead. Complete this sentence: "When this person thinks about working with me, I hope they remember feeling..." Don't overthink it. Write the first word that comes to mind. Then ask yourself whether your daily interactions support that hope. What This Looks Like In Practice A leader asks several team members what they appreciate most about working together. None of them mention strategy. None of them mention goals. Every response describes an experience. "I know you'll listen." "I always leave our conversations feeling clearer." "I know where I stand." The leader realizes those experiences have become part of the team's culture. Question to Consider If someone reflected on working with you five years from now, what feeling would you hope they remember most? In the shift, Dr. Nika White P.S. When you think about the best leader you've ever worked with, what feeling comes to mind first?

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By Nika White • September 28, 2026
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By Nika White • September 21, 2026
Every leader gets it wrong sometimes. A conversation comes across differently than intended. A decision has unintended consequences. Someone leaves feeling overlooked. The mistake itself isn't usually what determines trust. What happens next often does. Earlier in The Human Shift, we explored leadership aftermath and the emotional tone people carry after interactions. Repair is one of the most powerful ways to change that aftermath. It communicates something every healthy culture needs to hear. "We can acknowledge what happened without pretending it didn't." A Reframe Trust isn't built because mistakes never happen. It's built because people know they won't be ignored when they do. One Simple Practice Think about one recent interaction that doesn't sit quite right. Reach back out. A simple, "I've been thinking about our conversation, and I'd like to check in," can reopen trust. What This Looks Like In Practice A leader realizes she interrupted a team member several times during a meeting. The next morning she stops by his office. "I don't think I gave your perspective enough space yesterday. I'd like to hear the rest of your thoughts." The conversation lasts ten minutes. The impact lasts much longer. Question to Consider What conversation might be waiting for a repair instead of an explanation? In the shift, Dr. Nika White P.S. Has someone ever repaired a conversation with you in a way you'll never forget?

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By Nika White • September 8, 2026
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By Nika White • August 31, 2026
Leaders often wonder why their teams aren't doing more of something. Speaking up. Collaborating. Taking initiative. Thinking creatively. The answer is sometimes found in the everyday moments that seem unrelated. People pay attention to what leaders actually do. If a leader says they value reflection but never slows down, people learn that speed matters more. If a leader encourages honest feedback but becomes defensive when receiving it, people learn that honesty has limits. If a leader talks about work-life balance but sends emails late into the evening, people learn what the real expectation is. Earlier in The Human Shift, we explored unspoken expectations . Most cultures are shaped less by formal messages than by repeated observations. A Reframe Whether you realize it or not, you're always giving people permission. The question is what you're giving them permission to do. One Simple Practice Complete this sentence: "My team probably believes it's okay to..." Write down the first answer that comes to mind. Then ask yourself whether your behavior has been teaching that lesson intentionally. What This Looks Like In Practice A leader tells her team they don't need to respond after hours. Then she notices she's emailing at 10:30 every night. She schedules those messages to send the next morning instead. Nothing about the policy changes. Everything about the signal does. Question to Consider If people copied your leadership habits exactly, what kind of culture would they create? In the shift, Dr. Nika White P.S. What's one behavior of yours that may be communicating more loudly than your words?

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By Nika White • August 24, 2026
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The Emotional Tone You Leave Behind - Why people often remember the feeling more than the conversation

By Nika White • August 17, 2026
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By Nika White • August 10, 2026
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By Nika White • August 4, 2026
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By Nika White • July 27, 2026
Many leaders pride themselves on being available. Their door is open. Their inbox is monitored. Their phone is always nearby. The intention is usually good. But constant availability can create unintended consequences. People begin relying on immediate access instead of developing judgment. Leaders become increasingly interrupted. Everyone feels busy. Few people feel clear. Earlier in The Human Shift, When Responsibility Becomes Identity we explored how constant availability often grows from the belief that leadership means being accessible at all times. A Reframe Being available is not the same thing as being supportive. One Simple Practice Choose one part of your day where you are intentionally unavailable. Protect it. Use that time for thinking, reflection, or focused work. What This Looks Like In Practice A leader blocks ninety minutes each morning for uninterrupted work. Initially, people push back. Within a few weeks, team members begin solving more problems independently and bringing better questions when they do connect. Question to Consider What might your team learn if you were slightly less available? In the shift, Dr. Nika White P.S. What is one boundary you've been reluctant to establish?