The decades-old movement to diversify workplaces has yielded mixed results, as NYU Law professor Kenji Yoshino suggests that companies often impose restrictive definitions of diversity, and advocates for fostering connections with those who feel pressured to suppress their identities for acceptance.

Negative stereotypes, whether conscious or unconscious, harm individuals by fostering feelings of exclusion that can diminish their concentration, authenticity, and overall performance at work, as noted by Columbia University psychologist Valerie Purdie-Vaughns Greenaway.

Professor Valerie Purdie Greenaway highlights that while overt discrimination receives attention, subtle, unintentional biases can be equally or more harmful, yet everyone has the ability to recognize and address these biases.

Cultivating diversity, equity, and inclusion in the workplace is complex due to individual identities and biases, but inclusion specialist Ruchika Malhotra emphasizes that those in power should leverage their privilege to create opportunities for underestimated groups, while all employees can foster a more inclusive culture.