In this episode of Justice ReDesigned, Steve Teske moves the DEI conversation beyond its most familiar—and most flawed—argument: that diversity increases profits.
For years, proponents relied on studies showing correlations between diverse leadership and financial performance. Critics responded with a valid critique: correlation is not causation.
But as Teske explains, that debate misses the point entirely.
The real question isn’t whether diversity magically produces profit.
It’s whether poorly designed systems are quietly wasting talent.
This episode reframes DEI not as a moral slogan or political talking point, but as institutional architecture—the systems organizations use to identify, retain, and elevate talent. When those systems fail, companies don’t just lose diversity.
They lose performance.
This episode explores:
Why the correlation vs. causation debate is the wrong fight
The critical difference between diversity as an outcome and inclusion as a system
How bias, narrow pipelines, and opaque promotion processes create costly “talent leakage”
Why inclusion is best understood as engineering, not ideology
And how organizations that reduce waste outperform those that ignore it
Teske also tackles a common misconception: that DEI is simply a modern version of quotas or affirmative action. Instead, he explains how properly designed inclusion systems operate like any other performance system—measured, refined, and accountable.
At its core, this episode delivers a simple but powerful insight:
Inclusion doesn’t work because it is politically correct.
It works because inefficiency is expensive.
And when organizations stop wasting talent, something predictable happens:
Performance improves.
Because the real issue was never whether diversity causes profit.
The real issue is whether your system is designed to waste less human potential.
