DEI Isn’t About Favouritism — It’s About Fairness. So Why Are We Still Having This Conversation?

In the wake of companies quietly watering down their Diversity, Equity, and Inclusion commitments (or dropping them altogether), it feels like we’re watching progress unravel in real time. From Victoria’s Secret to Goldman Sachs to Disney, the corporate retreat from DEI reads like a who’s who of brands who once plastered rainbows on their logos and pledged to do better. But now, as the political winds shift, those promises are being quietly swept under the rug.

Here’s the thing — DEI was never about giving minorities a leg up at the expense of everyone else. It was (and still is) about removing the invisible hurdles that kept certain voices out of the room altogether. It’s about ensuring that the underqualified white guy with all the right connections isn’t automatically handed the top job, while more talented, qualified candidates — who just happen to be women, people of colour, disabled, queer, trans — are overlooked again and again.

That’s not special treatment. That’s fairness.

We can’t pretend this doesn’t matter to our community. Queer people, especially those of us who are also people of colour, disabled, or gender diverse, know exactly what it feels like to be the “diversity hire” while also being the most qualified person in the room. We know what it’s like to be invited to the table, only to realise no one actually wants to hear what we have to say. And now, companies are being told that even that level of superficial inclusion is too much.

What’s worse is the narrative that DEI somehow equals weakness — that prioritising fairness means lowering standards. The truth? DEI raises the bar by ensuring that talent, skill, and potential are recognised across the board, not just in the people who remind the CEO of themselves. Fairness isn’t fragility — it’s strength. And if you feel threatened by the idea of a more level playing field, maybe ask yourself why.

Let’s also be real: Social media used to be one of the few places where marginalised communities could carve out space for ourselves. Now, even that feels like it’s being eroded. With Meta relaxing content moderation rules that once protected queer users, and apps like TikTok under threat, it’s no surprise LGBTQ+ apps like Collective and Lex are seeing surges in sign-ups. People are looking for safer spaces, because the so-called “mainstream” ones are making it clear — again — that we’re not the priority.

But here’s what they’re forgetting: Diversity is reality. Inclusion is smart business. And equity? It’s just basic decency. This isn’t some corporate trend or a phase we can afford to grow out of. It’s about building workplaces, communities, and platforms where we all have a shot at thriving — not just surviving.

So, to the companies quietly scrubbing “diversity” from your websites — we see you. And to the ones still standing firm — thank you for having a backbone.

At Get Out, we believe community doesn’t thrive when we make ourselves smaller or quieter to fit in. It thrives when we take up space, stand up for what we believe in, and hold the door open for the next person behind us. That’s the future we’re fighting for.

Because fairness isn’t optional — it’s essential. And if you’re scared of that, maybe the problem isn’t DEI — maybe it’s you.