Let me say something that might make you uncomfortable:
Diversity doesn’t fail.
Leaders do.
If you’ve ever said, “We tried a DEI strategy, but it didn’t work here,” chances are your strategy wasn’t the problem.
The problem was the people responsible for making it stick.
It’s Not About the Program. It’s About the People.
You can hire a Chief Diversity Officer.
You can launch unconscious bias training.
You can even post a Juneteenth graphic on Instagram.
But if the people at the top aren’t modeling equity in how they lead, manage, and make decisions?
That “strategy” is a paper tiger.
Real change doesn’t start with a press release.
It starts with leadership accountability.
Greta’s Story: When the Strategy Is Sound—But the Support Is Weak
Greta James is the Chief Nursing Officer at a major hospital system.
She’s brilliant. Driven. Fiercely committed to her nurses and to improving patient care.
She rolled out an award-winning DEI training program for nurse managers. It was strategic. Data-informed. Backed by evidence and frontline feedback.
But the CEO never mentioned it in leadership meetings.
The COO skipped the kickoff.
And the VPs? They smiled and nodded in public—and undermined her in private.
Today, Greta’s program is “on pause.”
Her turnover rate is up.
And her hope that leadership would do the right thing is running out.
That’s what happens when strategy outpaces leadership.
Why Diversity Strategies Fail in Toxic Leadership Environments
- No Buy-In From the Top
If DEI isn’t a standing item on your executive agenda, it’s not a priority. It’s an accessory. - Tokenism Over Transformation
Hiring one “diverse” leader and expecting them to fix your problems is exploitation, not equity. - Avoiding Discomfort
Leaders who won’t challenge their own blind spots will never change the system. Period. - Lack of Accountability
If no one’s performance review is impacted by how inclusive they are, your culture won’t change. - Performative Messaging Without Behavioral Shifts
Culture is not what you say—it’s what you tolerate.
The Real Problem: Leadership Indifference
I’ve worked with Fortune 500 executives, hospital CEOs, and university presidents.
And the pattern is always the same:
They don’t need another DEI plan.
They need courage.
Because it takes courage to admit that your organization hasn’t earned the trust of marginalized employees.
It takes courage to confront colleagues who “mean well” but lead harmfully.
And it takes courage to model a new way of leading—even when your board, your peers, or your investors might not get it yet.
What Real Leadership Looks Like in DEI
If you’re ready to stop blaming the strategy and start fixing the leadership, here’s what to do:
1. Tie Inclusion to Every Leader’s Metrics
Promotions, bonuses, and advancement should reflect your leaders’ ability to build trust across differences. Full stop.
2. Decenter the CEO
Give space for other voices—especially those who’ve historically been ignored. DEI is not about you being the hero. It’s about you being an advocate.
3. Create a Culture of Courageous Conversations
If your leaders can’t talk about race, gender, or identity without getting defensive, they’re not ready to lead in 2025.
4. Model Inclusion From the Top
If your executive team doesn’t reflect the community you serve, don’t stop at “we’re working on it.” Fix it.
5. Invest in Long-Term Change, Not One-Off Events
One workshop won’t fix what decades of inequity created. Build systems. Fund infrastructure. Measure progress.
🎁 Free Resource: The Diversity Safety Checklist
Download this powerful tool to evaluate your organization’s DEI approach through a leadership lens.
If you want to attract the right talent, you need the right strategy.
Let’s Fix the Real Problem
If you want to build a culture where everyone belongs, you’ve got to lead differently.
It won’t be easy. It won’t be fast. But it will be worth it.
✔️ Ready to train your executives to lead with equity?
✔️ Need help evaluating the inclusivity of your leadership behaviors?
✔️ Want to move beyond DEI statements and into culture transformation?
Let’s talk.
Visit AntonGunn.com to book an Executive Equity Assessment or a Diversity Leadership Strategy Session today.
