By Nicole Dhanraj
These days, the term “DEI” feels different. 
A few years ago, bringing it up in a meeting showed initiative. Now, it can feel like a hand grenade. In today’s climate, with federal programs being cut and equity offices dissolving, those three letters can spark tension and fear.
I’ve felt it, and maybe you have, too.
But here’s the thing to remember: The work still matters. The people still matter.
We may not use the acronym as often, but the mission – making our department fairer, more inclusive and more effective – is as critical as ever.
So, how do we lead this work without saying “DEI”?
I’ve been leaning into five simple, no-buzzword strategies that any leader can use, especially in a department as diverse and dynamic as imaging.
1. Speak in Outcomes, Not Ideals
Instead of focusing on abstract concepts like “diversity,” I ask concrete questions.
“Who’s burning out?”
“Why are we losing good staff after six months?”
“Are we doing everything we can to retain top talent?”
These are equity questions, but they’re framed around performance, retention and results. That’s language everyone can get behind.
2. Audit Systems, Not People
Unfairness often hides in our systems, not in individuals. This isn’t about placing blame; it’s about making our processes smarter and fairer.
“Who always gets the least desirable shifts?”
“Who is consistently offered leadership opportunities, and who is overlooked?”
“Are our policies applied the same way for everyone?”
By questioning the systems themselves, we can create lasting change.
3. Rethink ‘Qualified’
Some of the best hires I’ve made didn’t have perfect resumes. They had grit, empathy and a willingness to learn. By broadening our idea of what “qualified” means, we can open the door to amazing people who might have been overlooked, such as military veterans, second-career parents, and techs who started in transport or front-desk roles.
4. Build Mentorship Into Your Culture
You don’t need a formal program to make an impact. Mentorship can be as simple as noticing someone’s potential and saying:
“I see leadership in you.”
“Want to sit in on this next meeting with me?”
“Let me walk you through how I handled that.”
When done right, mentorship becomes part of the air we breathe.
5. Let Your Actions Do the Talking
You don’t have to post a mission statement or host a town hall to create equity. Just focus on your daily actions:
Make sure every voice is heard in meetings.
Step in when something feels wrong.
Be transparent about how decisions are made.
Follow through on your commitments.
These things go further than any acronym ever could.
This moment might feel tricky. But leading with equity doesn’t have to be loud, political or performative. It just needs to be intentional.
Call it team culture. Call it good leadership. Call it fairness.
You don’t need to say “DEI” to build a place where people feel like they belong.
And that’s what makes people stay.
Nicole Dhanraj, Ph.D., SHRM-SCP, PMP, GPHR, CPSS, CRA, R.T(R)(CT)(MR), is an experienced imaging director.
