Lately, DEI (Diversity, Equity, and Inclusion) has been making headlines for all the wrong reasons. With the new administration’s ban on DEI initiatives in federal agencies, organizations everywhere are questioning the future of their diversity and inclusion efforts. The impact extends beyond the government—companies are now left wondering whether their DEI programs will put them at legal or political risk.

Amid this controversy, I’ve had multiple people ask me if my work in company culture is just DEI under a different name—especially given the backlash DEI has faced.

The answer is no.

While DEI is important, it is not the same as culture. DEI is one aspect of company culture, but it does not define it. If we fail to recognize the difference, we risk both weakening our culture-building efforts and allowing the conversation around DEI to overshadow the bigger picture of how organizations function.

So, What is DEI?

At its core, DEI is about creating policies, programs, and initiatives that promote diversity, equity, and inclusion in the workplace. It seeks to address biases—both conscious and unconscious—that shape hiring, promotions, and workplace interactions. DEI work often includes anti-bias training, efforts to increase representation, and strategies to build equitable opportunities for historically marginalized groups.

The need for DEI stems from the fact that our world was not built with everyone in mind. From the way leadership roles are traditionally filled to how healthcare standards were designed using the average white male body as the default (think: BMI measurements, crash test dummies, and even office temperature settings), our systems have historically privileged certain groups over others. DEI attempts to correct these imbalances by fostering inclusion and fairness.

While the conversation around DEI has been politically charged, the reality is that inclusive workplaces are good for business. Numerous studies show that companies with diverse teams outperform those without them. But here’s where the distinction matters: DEI is about policy, representation, and fairness. It’s a component of workplace culture—but it’s not culture itself.

So, What is Culture?

Culture is much bigger than DEI.

Culture refers to the learned and shared values, beliefs, and  patterns of behavior that shape how people interact within a group. It’s both seen and unseen, written and unwritten. It influences how decisions get made, how power is distributed, and what behaviors are rewarded or discouraged.

At work, culture includes formal aspects like mission statements, values, and handbooks—but it also includes the unspoken rules. It’s the way people actually behave, not just what’s written in corporate documents. It’s who gets a seat at the table (literally and figuratively), how meetings are run, and whether people feel safe speaking up.

For example:

- A company may have core values written on their website, but if leadership disregards them in decision-making, those values don’t actually define the culture.
- Two companies may have identical DEI programs, but if one has a toxic culture where employees fear retaliation for speaking up, their diversity efforts will fail.
- A company may promote work-life balance publicly, but if employees are expected to answer emails at all hours, that expectation becomes *the real culture*.

Every organization has a culture—whether they’ve intentionally shaped it or not. And culture determines everything from engagement and productivity to innovation and long-term success.

Why Understanding the Difference Matters

When people conflate DEI and culture, two problems arise:

1. Companies treat DEI as a culture-building strategy rather than one piece of a much bigger puzzle. While DEI can contribute to a healthy culture, a truly strong culture goes beyond hiring diverse talent—it ensures that everyone, regardless of background, feels valued, empowered, and aligned with the company’s purpose.

2. The politicization of DEI threatens broader culture-building efforts. With recent DEI pushback, some companies may scale back on inclusion efforts altogether, believing (incorrectly) that without DEI, culture doesn’t matter. In reality, culture always matters—regardless of political trends. A toxic or dysfunctional culture will lead to disengagement, turnover, and ultimately, business failure.

Culture is the Foundation for Everything—Including DEI

A company’s culture influences every aspect of work: how decisions get made, how people communicate, how leadership is structured, and even how people feel about showing up each day. Strong cultures are intentional—they don’t just happen.

This is where anthropology—the study of human culture—becomes essential. Cultural anthropologists understand how culture works, how it changes, and how to shape it for long-term success. When organizations invest in building a strong company culture, they create an environment where employees thrive, innovation flourishes, and performance improves.

If your company is navigating culture challenges—whether related to DEI or broader workplace dynamics—we can help. At Culture Grove, we specialize in creating thriving workplace cultures where employees are engaged and businesses succeed.

📩 Contact us today to learn how we can help you cultivate a strong, sustainable company culture that aligns with your values and goals.