DEI Through the Lens of Law and Faith

 …it all started with a comment from a student who had heard that DEI puts unqualified people in jobs while taking jobs away from white people.

I did not hear that comment as anger. I heard it as fear. And confusion. And a question many people are quietly carrying but do not know how to ask out loud.

This is not a rebuttal. It is not a takedown. It is a hug. And an invitation to slow down, breathe, be curious and look at what DEI actually is through the lens of the law and through the lens of faith.

Let us start with the law

In the United States, it is illegal to hire someone simply because of their race, gender, or identity. That has been true for decades.

Equal Employment Opportunity laws such as the Civil Rights Act, the Equal Pay Act, the Americans with Disabilities Act, and the Age Discrimination in Employment Act do not allow employers to replace qualifications with identity. What they require is that qualified people are not excluded because of bias.

DEI does not mean hiring unqualified people.
It does not mean lowering standards.
It does not mean taking jobs away from one group to give them to another.

What the law requires is that employment decisions are based on qualifications related to the job and not on stereotypes, assumptions, or past patterns of exclusion.

When DEI is done correctly and legally, it expands access to opportunity. It does not remove protection from anyone. White applicants are still protected by the same laws. Fairness is not something that runs out.

Equity is not favoritism

One of the biggest misunderstandings centers on the word equity.

Equity does not mean everyone gets the same outcome.
It means everyone gets a fair chance to compete.

If two people are equally qualified, the law does not say one must be chosen because of their background. It says that background cannot be the reason someone is ignored or dismissed.

That is not punishment. That is integrity.

Now let us talk about something deeper

Because even if the law did not require fairness, faith would still call us to it.

The Bible is clear about how we are meant to treat one another.

“My dear brothers and sisters, how can you claim to have fiath in our glorious Lord Jesus Christ if you favor some people over others?" - James 2:1

“He has told you, O man, what is good; and what does the Lord required of you but to do justice, and to love kindness and to walk humbly with your God?"  Micah 6:8 

Justice. Mercy. Humility.

DEI at its heart is not about politics or labels. It is about asking honest questions. 

• Are we seeing people clearly? 
• Are we judging character and ability instead of assumptions? 
• Are we creating spaces where people can use the gifts God gave them?

Scripture repeatedly reminds us to care for those who have been overlooked or pushed aside. Not because they are better. But because they are human.

“The body does not consist of one member but of many.” - 1 Corinthians 12:14

A body works best when every part is valued, respected, and allowed to function fully.

A softer truth we do not say often enough

When people fear that DEI means they will lose something, that fear deserves compassion. Not dismissal.

But fairness for others is not loss for you.

A just system does not remove your seat at the table. It makes sure the table was built to hold everyone.

The heart of it

DEI is not about replacing merit.
It is about removing barriers that never should have existed.

It is not about guilt.
It is about responsibility.

It is not about division.
It is about dignity.

Whether you approach this conversation through the law or through faith, the message is strikingly similar.

See people clearly.
Judge fairly.
Act with love.

That is not radical.
That is human.
And for many of us, it is deeply biblical.

If we can approach this conversation with curiosity instead of defensiveness, and compassion instead of fear, we may find that DEI is not something to resist. It is something that helps us become who we are called to be.

Thanks for digging in today,

-srt 

P.S. If this raised questions for you or stirred something you are still sorting through, that is okay. These conversations matter, and they are better when we have them together. I welcome your thoughts and your questions.

You Matter: A Reminder We All Need

This week, I had a coaching session with a client who came to me feeling worn down, unseen, and questioning her value. As she spoke, I could feel the weight she was carrying, the belief that somehow, she didn’t matter.

And it reminded me of a powerful TEDx talk by Matt Emerzian, where he shares a simple but life-changing truth: you matter.

When We Forget We Matter

My client’s experience is not unusual. So many of us go through seasons where we feel invisible, overwhelmed by responsibility, yet underappreciated. From the outside, life can look fine, but on the inside, it can feel like we’re running on empty.

Matt Emerzian himself once lived that reality. On paper, he had it all, success, career, opportunity, but inside, he was falling apart. Everything changed when someone told him that life isn’t about me, it’s about we. His purpose shifted from chasing status to embracing impact, and that shift made all the difference.

The Ripple Effect of Knowing You Matter

When we forget that we matter, we shrink. We doubt our voice. We live smaller than we were meant to.

But when we remember that we matter, the opposite happens. We come alive. We see that every word, every action, every small kindness has the potential to ripple out and touch others in ways we can’t always measure.

Think about it: a kind word at the right moment, an encouraging text, a simple act of listening, it can change someone’s day, even their life.

Redefining Success

Our culture often tells us that success is about money, power, or recognition. But what if true success is about impact? What if it’s measured by the people we lift up, the hope we spread, and the love we share?

That’s what I reminded my client: her worth is not defined by what she produces, but by who she is. The world is better because she’s in it. And the same is true for you.

My Reminder to You

Maybe you’re reading this and you also need to hear it today: You matter.

Not because of what you do or how perfectly you perform, but because of who you are. Your presence, your kindness, your contributions, they ripple out farther than you know.

So here’s my challenge to you: carry this truth with you into your week. And just as importantly, remind someone else that they matter, too.

Because sometimes the most powerful gift we can give is a simple reminder of what’s already true.

You matter,

-srt

P.S. If you haven't seen You Matter on TedxSanDiego, here is the link:  https://youtu.be/xAcHp0WBbBQ?feature=shared

P.S.S. If you love the TedxSanDiego talk, read Matt Emerzian's book Every Monday Matters: 52 Ways to Make a Difference.

Kotter’s 8 Steps: A Proven Framework for Leading Change

Change is constant, but successful change is not. Many organizations struggle to implement new initiatives, align their teams, or sustain transformation over time. Dr. John Kotter, a leading authority on leadership and change at Harvard Business School, developed a practical and widely used framework to address this: 

Kotter’s 8 Step Process for Leading Change.

This model helps leaders move from vision to execution, building momentum and engagement throughout the change journey.

What Is Kotter’s 8 Step Model?

Kotter’s model provides a structured, people centered roadmap for implementing change. Unlike traditional change management processes that focus on systems and structure, Kotter’s approach emphasizes leadership, communication, and cultural alignment.

Here are the eight steps:

1. Create a Sense of Urgency
   Help people see why change is necessary. Use data, trends, or customer feedback to highlight the risks of inaction and the opportunities ahead.

2. Build a Guiding Coalition
   Assemble a group of influential leaders and change champions who can drive momentum and overcome resistance.

3. Form a Strategic Vision and Initiatives
   Craft a clear, inspiring vision for the future and identify actionable steps that will move the organization toward it.

4. Enlist a Volunteer Army
   Communicate the vision broadly and invite others to participate. Engagement and buy in grow when people feel part of the movement.

5. Enable Action by Removing Barriers
   Identify and address obstacles, whether structural, procedural, or cultural, that slow down progress.

6. Generate Short Term Wins
   Celebrate early successes to build confidence and show that the change is working.

7. Sustain Acceleration
   Use the momentum from early wins to tackle bigger challenges. Keep pushing forward and avoid declaring victory too early.

8. Institute Change
   Anchor the new behaviors and processes into the organizational culture so the change sticks over time.

When and Where to Use Kotter’s Model

Kotter’s framework is ideal for any organizational transformation that requires alignment, engagement, and cultural shift. It works particularly well in

• Business transformations such as mergers, restructuring, or digital initiatives

• Leadership transitions or new strategy rollouts

• Culture or behavior change programs

• Team or departmental realignments

• Nonprofit or community-based initiatives that require broad collaboration

Essentially, if your change effort involves people rather than only processes, Kotter’s model offers a roadmap to build commitment and momentum.

How to Apply Kotter’s 8 Steps

Implementing Kotter’s model involves both structure and flexibility. Here is how to bring it to life:

1. Diagnose the Current State: Understand the internal and external pressures driving change. Gather insights to build urgency.

2. Form Your Coalition: Identify credible, committed leaders who can influence others.

3. Co Create the Vision: Collaborate with your team to define what success looks like and why it matters.

4. Communicate Relentlessly: Share stories, updates, and results frequently through multiple channels and conversations.

5. Empower Teams: Remove red tape, clarify roles, and provide resources to make change easier.

6. Track and Celebrate Wins: Recognize progress early and often to reinforce commitment.

7. Scale and Sustain: Expand successful practices and embed them into hiring, training, and leadership development.

8. Anchor in Culture: Reinforce new norms through shared values, systems, and leadership behaviors.

Final Thoughts

Kotter’s 8 Step Model reminds us that successful change is not about control, it is about connection. Change takes root when people believe in it, understand their role, and see real results.

As leaders, our job is to guide others through uncertainty with clarity, empathy, and consistency, transforming not just what we do, but how we think and collaborate along the way.

Happy Thursday lovelies,

-srt

Reference

Kotter, J. P. (1996). Leading Change. Boston, MA: Harvard Business School Press.