There’s No One Way To Be A DEI Practitioner. Why That’s A Good Thing.

Dr. Nika White • July 19, 2022

What if I told you there’s diversity within DEI? That might seem obvious but what I mean is that no one diversity, equity, and inclusion (DEI) practitioner approaches the work the same or in the singular “right” way. I’m seeing a lot of social media banter about those who think there is only one way to do the work of DEI. It bears repeating: there is diversity within DEI. And that’s a good thing.

To me, the simplification of DEI practitioners to one identity or way of thinking means that like in other professions and disciplines, there’s a lack of true appreciation for diversity. There’s value in having different practitioners approach this work differently to align with the unique needs and challenges of various organizations. I’m personally glad that among the many practitioners in the DEI space there are a multitude of approaches and strategies that I benefit from—and so can your business.
Here are three reasons why having diversity amongst DEI practitioners is a good thing.

Diversity In DEI Keeps The Industry Competitive

I love meeting practitioners who approach the same issue with different lenses. One practitioner might share my vision while another may offer a totally new perspective. Diversity in thought and approach are what make the industry more competitive, and therefore, more effective.
Contrary to popular belief, being in a competitive industry isn’t necessarily a bad thing. There’s so much work to be done in this space that DEI practitioners shouldn’t be afraid of the increased talent. In fact, we should embrace it. There are a few benefits to collaborating in our industry:

* Exchanging knowledge and best practices
* Sharing innovative DEI strategies
* Referring each other to clients who are a better fit
* Power-building around pricing and career mobility

In my opinion, we can all thrive in this ecosystem together while also serving different clients with different needs. By approaching this work with a variety of methods and perspectives, more organizations can be reached by the work and we as practitioners can grow our impact.

Diversity In DEI Helps Practitioners Level Up

Like in all industries, DEI practitioners should have folks to look up to as well as folks to share wisdom with. If we were all approaching this work with the same skill set and level, where would the growth be? In fact, having a variety of professional and personal experiences can make one DEI practitioner a model and another a student. There’s strength in having all of us come from different backgrounds. It allows each of us room for growth and development as we learn and level up our skill sets.

One of my favorite ways to give and share wisdom with other DEI practitioners is by talking with them on my Intentional Conversations Vodcast. Each week, I learn something new from a fellow practitioner which helps inform my growth as a DEI professional and gives me new ideas for my consultancy.

Diversity In DEI Offers Unique Approaches To Common Problems

Organizations come to DEI professionals to solve a myriad of issues. Many of which are common like diversifying the workforce, creating more inclusive spaces, or improving company culture. However, while one organization may need a DEI plan, another might need a strategic thought partner. Having diversity in DEI professionals helps different organizations find unique solutions to their problems.

Communication styles also differ among practitioners. Some organizations prefer a direct, straight-talking approach, while other organizations prefer a more heartfelt and empathetic approach. Having DEI practitioners with different communication styles and ways of approaching this work helps an organization match with the right practitioner for them and their organizational needs.

Just because a DEI practitioner approaches an issue in one way, doesn’t make it right or wrong. There’s more than one way to be successful in this space.

Diversity In DEI Gives Rise To Specialists

Like within other disciplines, it’s good to have specialists for various industries, business models, and causes. There are DEI specialists for education, non-profits, religious institutions, startups, and more. Having DEI practitioners who are specialized in a certain area or industry creates more customized and effective solutions because each practitioner can and should be intimately aware of that industry’s nuances.

Each specialist can be knowledgeable about the unique challenges an organization might face and can approach those challenges with solutions that perhaps a generalist may miss. Issues of DEI are complex and the level of customization that’s needed in this space may require different skill sets and approaches. Specialists can sometimes be the reason why a previous approach didn’t work while the current approach is a resounding success.

Final Thoughts

Despite the social media banter putting all DEI practitioners into one bucket, I’m hopeful that more DEI professionals will show up authentically and uniquely in their work. I want more professionals to shine in their respective areas and work with clients who see the value in their vision and approach.

I truly believe there’s enough space for all types of DEI practitioners–heartfelt practitioners, innovative practitioners, tough love practitioners, and everyone in between. We can all thrive and work with different organizations that value our unique perspectives. The key is to not shame different practitioners for their personal styles and to remain open to the benefits of organizations having options to find the right DEI practitioner that fits their needs.

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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When Everything Feels Important - The Hidden Cost of Carrying Too Much

By Nika White • July 6, 2026
One of the first signs that capacity is stretched isn't exhaustion. It's compression. Everything starts feeling equally important. Every email. Every request. Every conversation. Every decision. There is no hierarchy. Just urgency. Earlier in The Human Shift, The Cost of Constant Readiness , we explored how constant readiness changes perception. When the nervous system stays activated for too long, discernment becomes harder to access. The result is that everything begins competing for the same attention. A Reframe When everything feels urgent, the problem is often not workload. It's a lack of space. One Simple Practice At the beginning of your day, identify one thing that truly matters. Not three. Not five. One. Let that become your anchor. What This Looks Like In Practice A leader begins every morning reviewing a long list of tasks. By lunchtime, she feels behind. When she shifts her focus to identifying the most important outcome for the day, her decision-making improves and her stress decreases. The work doesn't disappear. The relationship to the work changes. Question to Consider What would happen if not everything deserved equal access to your attention? In the shift, Dr. Nika White P.S. What is taking up attention right now that may not actually deserve it?

The Difference Between Listening and Waiting - Why Conversations Break Down Even When Everyone is Talking

By Nika White • June 29, 2026
Many people think they're listening... What they're actually doing is waiting. Waiting to respond. Waiting to explain. Waiting to clarify. Waiting to prove they understand. We've all done it. The challenge is that people can feel the difference. When someone feels truly heard, their nervous system settles. When they feel managed, redirected, or rushed, something else happens. Earlier in The Human Shift, When Teams Stop Telling You Things, we explored how silence often becomes a cultural signal. Many people stop sharing because they've learned they are being heard only enough to move the conversation forward. A Reframe Listening is not gathering information. Listening is creating enough space for understanding to emerge. One Simple Practice In your next conversation, wait three seconds after someone finishes speaking before responding. Just three seconds. Notice what happens. What This Looks Like In Practice A leader receives feedback from a team member. Instead of immediately explaining her perspective, she pauses. The employee continues talking. What emerged in those few extra seconds was the actual concern. Not the polished version. The real one. Question to Consider How often are you listening to understand versus listening to respond? In the shift, Dr. Nika White P.S. When was the last time someone made you feel completely heard?

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By Nika White • June 22, 2026
Most leaders pay attention to what they're going to say. The agenda. The feedback. The decision. The update. What often gets overlooked is what people experience before any of those things happen. They notice your pace. Your energy. Your level of tension. Whether you seem rushed or grounded. Whether you're fully there or already thinking about the next meeting. Earlier in The Human Shift, Culture is What People Carry Home, we explored how culture is shaped by what people carry after interactions. Before people carry anything away, they're already responding to what they experience in your presence. A Reframe Presence isn't something you add to leadership. It is leadership. One Simple Practice Before your next meeting, pause for ten seconds before speaking. Take one slow breath. Notice your feet on the floor. Then begin. What This Looks Like In Practice A leader enters a meeting feeling rushed after back-to-back conversations. Instead of immediately jumping into the agenda, she takes a moment to settle herself. The meeting itself doesn't change dramatically. The experience does. People become less reactive. The conversation slows just enough to become more thoughtful. Question to Consider What do people experience when they enter a room with you? In the shift, Dr. Nika White P.S. Think about your last meeting. What do you think people felt from you before you even started speaking?

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By Nika White • June 15, 2026
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By Nika White • June 8, 2026
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The Subtle Drift into Disconnection - How it happens without anyone noticing

By Nika White • June 1, 2026
Disconnection rarely happens all at once. It builds slowly. A conversation you rush through. A moment you don’t fully listen. A tension you move past instead of addressing. Over time, these moments accumulate. Earlier in The Human Shift, Inclusion Isn’t Exhausting – Disconnection Is , we explored inclusion as lived experience. Disconnection is often not intentional—it is the result of repeated missed moments of connection. A Reframe Disconnection is not a single event. It is a pattern of small moments. One Simple Practice Today, in one conversation, slow down enough to fully listen—without preparing your response. Just notice. Question To Consider Where have small moments of disconnection quietly added up? What This Looks Like In Practice In culture work, repairing disconnection rarely requires large interventions. It requires consistent attention to everyday interactions. In the shift, Dr. Nika White P.S. When was the last time you felt fully present in a conversation?

When Presence Replaces Performance - Why leadership effectiveness isn’t always about doing more

By Nika White • May 27, 2026
In high-performing environments, leaders often feel the need to demonstrate value constantly. Speaking. Solving. Contributing. But not all leadership is visible. Sometimes the most impactful presence is quiet. Earlier in The Human Shift, The Shift From Bracing to Grounding , we explored grounding as staying connected to yourself in the moment. Presence allows leaders to influence without constant action. A Reframe Leadership is not always what you do. Sometimes it is how you are. One Simple Practice In your next meeting, contribute one fewer time than you normally would. Instead, observe: What changes when you create more space? Question To Consider What would shift if you trusted your presence as much as your output? What This Looks Like In Practice Leaders who learn to use presence intentionally often find their influence increases—not decreases—while their effort becomes more sustainable. In the shift, Dr. Nika White P.S. Where might doing less actually strengthen your leadership today?

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By Nika White • May 19, 2026
Not all expectations are stated. Some are felt. You feel them in how quickly you respond. In how prepared you need to be. In how little room there seems to be for uncertainty. These expectations shape behavior—even when no one has said them out loud. Earlier in The Human Shift, Culture is What People Carry Home, we explored how culture is what people absorb. Unspoken expectations are one of the most powerful ways culture is transmitted. A Reframe What is unspoken is often what is most influential. One Simple Practice Ask yourself: “What expectations am I operating under that no one has actually confirmed?” Then question one of them. Question to Consider What might change if you clarified one assumption you’ve been carrying? What This Looks Like In Practice In organizational work, many performance patterns are driven less by formal expectations and more by perceived ones. Naming them creates immediate relief and clarity . In the shift, Dr. Nika White P.S. What expectation are you currently meeting that may not actually exist?

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By Nika White • May 11, 2026
Speed often feels like progress. Decisions made. Meetings closed. Momentum maintained. But speed and clarity are not the same. Earlier in The Human Shift, The Cost of Constant Readiness, we explored how readiness can create urgency where it may not actually exist. When leaders move quickly from that state, decisions can reflect pressure more than perspective. A Reframe Speed moves things forward. Clarity moves things well. One Simple Practice Before your next decision, ask: “Am I choosing speed—or am I choosing clarity?” If it’s speed, ask: “What would clarity require right now?” Question to Consider Where might slowing down actually create stronger outcomes? What This Looks Like In Practice Many organizations don’t suffer from slow decision-making—they suffer from fast decisions that require correction. Clarity reduces rework.. In the shift, Dr. Nika White P.S. What decision today would benefit from just a little more space?

When Responsibility Becomes Identity - The moment leadership stops being a role and becomes who you are

By Nika White • May 4, 2026
High-capacity leade rs often say: “I’ll take care of it.” At first, it’s situational. Then it becomes habitual. Eventually, it becomes identity. You’re the one who handles things. The one people trust. The one who doesn’t drop anything. But identity-level responsibility is different. It doesn’t turn off. Earlier in The Human Shift, Capacity is not Infinite, we explored capacity as information. When responsibility becomes identity, capacity signals are often overridden—not because leaders don’t feel them, but because they don’t believe they can respond to them. A Reframe Responsibility is a role you hold. Not a definition you carry. One Simple Practice Today, notice one “yes” you give automatically. Pause. Then ask: “If I didn’t see this as mine by default, what would I choose?” Question To Consider Where has your sense of responsibility expanded beyond what is actually yours? What This Looks Like In Practice In leadership development work, one of the most important shifts is helping leaders separate identity from role. When that happens, both performance and sustainability improve. In the shift, Dr. Nika White P.S. What responsibility do you carry right now that no one explicitly asked you to hold?