What Monster’s DEI Survey Really Tells Us About Workplaces Today

When Monster released its latest survey results on diversity, equity, and inclusion (DEI) in the workplace, the headline stat grabbed my attention: 72% of workers reported that DEI isn’t personally very important to them. At first glance, it felt like confirmation of the oft-discussed “DEI backlash.” Yikes.

But as I sat with this statistic, a deeper realization emerged. Rather than a sign of waning interest, this data points to a profound misunderstanding about what DEI actually achieves in the workplace—and who it benefits. Spoiler alert: it’s all of us.

Let’s start with the obvious beneficiaries. DEI initiatives often aim to create opportunities for those historically overlooked in professional settings. For example, when organizations mitigate bias in performance reviews, employees who have been discounted are more likely to have a fair shot at promotions. But thinking DEI stops there is shortsighted.

Have you ever had a manager who had no business being in charge? DEI could be your solution. Equity efforts don’t “lower the bar” or elevate the unqualified; they level the playing field. They challenge the knee-jerk promotions that come from hiring based on comfort or “cultural fit,” requiring a focus on qualifications, performance, and potential instead. The result? Regardless of your identity, you’re more likely to end up with a manager who’s truly equipped to lead. And who wouldn’t want that?

Consider PolicyLink’s “curb cut effect.” When cities added ramps to sidewalks to make them accessible for wheelchair users, the benefits rippled far beyond that group. Parents with strollers, travelers with suitcases, and delivery workers with carts all benefited. Similarly, when workplaces prioritize equity and inclusion, they’re not just improving conditions for a select few—they’re creating an environment where everyone can thrive.

So, why do 58% of workers in the same survey feel their employers’ DEI efforts aren’t effective or meaningful? The disconnect lies in two areas: the design of DEI initiatives and the messaging around them. Poorly executed DEI programs can come across as performative or exclusive, leaving employees skeptical or disengaged. And when organizations fail to communicate the universal benefits of DEI, it’s no wonder so many workers dismiss it as irrelevant to them.

It’s easy to fall for the surface-level narrative that DEI is losing its luster. But what if we paused to look deeper? What if we acknowledged that when done right, DEI doesn’t just create opportunities for some—it creates better workplaces for all?

As leaders and employees, we owe it to ourselves to lean into this deeper narrative. Equitable workplaces aren’t just fairer—they’re smarter, stronger, and ultimately better for everyone who walks through their doors.

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