Do you agree with me? If you stumble over the abbreviation LGBTQIA+, that says nothing about your heart for people who aren’t heterosexual. And if you don’t know what the “E” in DEI stands for, or what intersectionality means, that doesn’t mean you should be dismissed.
But sometimes it does feel that way. In the world of diversity, equity, and inclusion, a language lesson seems almost obligatory. A field full of abbreviations and new terms where the “experts” navigate effortlessly — and the rest are left trailing behind, feeling a bit lost.
I was recently at an organization that specifically asked me not to call it DEI, because they preferred to put the “I” first. It better matched their image. To me, that’s focusing more on the packaging than on the substance.
It seems like there’s a new term every month. Where five years ago we still debated whether to say “inclusion” or “inclusivity,” now the buzzwords come flying from all directions.
If I’m honest: I sometimes check out too. In meetings, a new abbreviation will be thrown in, and I don’t always dare to ask what it means. For a moment, I feel like an imposter — even though this is literally my field.
The problem is that we’ve made it unnecessarily complicated. The language around diversity and inclusion has become HR jargon. It pushes people away from the topic, while what we really need is connection. And that’s what inclusion and diversity are all about.
At its core, it’s actually quite simple. Diversity means bringing in more perspectives to make better decisions. Inclusion is about making sure people stay, grow, and feel seen. Together, they are essential for innovation, speed, and high performance.
So let’s stop with the buzzwords and acronyms. Not to oversimplify the issue, but to make it more accessible. The acronyms can go, the urgency must stay.