The corporate world never stands still. For years, Diversity, Equity, and Inclusion (DEI) shaped how companies handled culture and hiring. But now a new contender, Diversity, Opportunity, and Inclusion (DOI), is gaining ground. In the ongoing discussion of DOI vs DEI, JP Morgan Chase has taken a bold position. In a 2025 internal memo, the bank publicly realigned its focus, stepping away from traditional equity measures and leaning into a framework centered on access and merit.
The implications stretch far beyond a single company. DEI aimed for outcomes. DOI aims for opportunity. This shift reflects growing cultural and legal scrutiny of DEI programs and a renewed interest in fairness rooted in effort rather than identity.
Over the next sections, we’ll break down the differences between DEI and DOI, explore JP Morgan’s leadership in this shift, and explain what it means for workers, leaders, and businesses everywhere.
What DEI Was Designed to Do: DOI vs DEI
The Original Goals Behind DEI
The DEI model emerged from decades of activism and legal reform, growing rapidly in the 2010s. At its core, DEI focused on three goals:
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Diversity: Bringing in people from a variety of racial, gender, and identity backgrounds
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Equity: Ensuring equal outcomes through targeted programs or preferential hiring
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Inclusion: Creating a workplace where every employee feels welcomed and heard
These goals reflected an effort to correct historical imbalances. Many companies responded by appointing diversity officers, launching mandatory training, and setting hiring targets.
The Rise and Stall of DEI Momentum
While intentions behind DEI were often sincere, implementation faced growing pushback:
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Legal Pressure: The 2023 Supreme Court ruling against affirmative action in college admissions prompted corporations to reassess quota-based programs
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Employee Fatigue: Mandatory DEI training was seen by some as inefficient or divisive
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Perceptions of Unfairness: Workers began to question whether identity outweighed effort in hiring and promotion decisions
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Cultural Shift: A growing number of Americans now prefer merit-based systems over identity-based initiatives
Public sentiment gradually shifted. By the mid-2020s, support for DEI began to wane, and companies started looking for new frameworks that maintained inclusion without compromising merit.
DOI: A Practical Response to DEI’s Limitations
What Does DOI Stand For?
Diversity, Opportunity, and Inclusion (DOI) keeps the focus on diversity and inclusion but replaces equity with opportunity. This one change reframes the entire strategy:
| Element | DEI Focus | DOI Focus |
|---|---|---|
| Diversity | Representation by identity | Valued perspectives from all backgrounds |
| Equity | Equal outcomes via policy or preference | Equal access based on merit and ability |
| Inclusion | System-wide mandates and trainings | Practical respect and a welcoming culture |
DOI keeps the parts of DEI that support cohesion but strips out the top-down enforcement that often led to resentment.
JP Morgan’s Leadership in the DOI Model
In March 2025, JP Morgan Chase released a memo clarifying its shift. Chief Operating Officer Jenn Piepszak explained that the bank’s intent had always been about opportunity—not outcome. The language change formalized that position.
Key updates from JP Morgan’s move include:
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Ending equity-based language in internal policy
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Reducing mandatory DEI-style training hours
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Keeping employee resource groups focused on culture and networking
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Prioritizing hiring and promotion based on qualifications and performance
Piepszak also emphasized a critical principle: no one would be excluded for their personal beliefs or background. The goal is a workplace that values contribution over conformity.
DOI vs DEI: Breaking Down the Differences
The differences between DEI and DOI are not just semantic. They reveal distinct approaches to hiring, culture, and fairness.
Key Philosophical Differences
| Category | DEI | DOI |
|---|---|---|
| Purpose | Achieve group representation goals | Provide access and evaluate based on performance |
| Fairness Standard | Group-level equity | Individual-level fairness |
| Measurement | Demographic targets and training completion | Performance outcomes and satisfaction |
| Risk Factors | Legal exposure, employee backlash | Requires strong execution to avoid superficiality |
Practical Differences in Execution
| Practice Area | DEI Approach | DOI Approach |
|---|---|---|
| Recruitment | May include quotas or diversity targets | Open competition focused on skill and fit |
| Training | Mandatory identity-focused sessions | Streamlined sessions focused on inclusion and respect |
| Evaluation | Includes group identity considerations | Centers on individual contribution |
| Culture Management | Often driven by a centralized DEI office | Integrated within HR and leadership |
Why the Shift Is Gaining Traction: DOI vs DEI
Legal and Political Backdrop
The shift from DEI to DOI aligns with broader national developments. In January 2025, federal executive action targeted expansive DEI programs in government contracts and agencies. Legal experts warned that corporate DEI frameworks using identity-based preferences could also face scrutiny.
By shifting focus from equity to opportunity, DOI avoids these risks. Companies can still promote inclusion, but without the liability that comes with enforced demographic targets.
Cultural Fit for a Changing Workforce
Workforce surveys consistently show that employees want to be evaluated on merit. Many reject the idea that identity should drive employment decisions. DOI reflects this mindset, offering:
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Fair competition for roles and promotions
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A workplace free from political polarization
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Policies grounded in shared values rather than ideologies
Companies adopting DOI are responding to what both their employees and their customers expect: fairness, transparency, and results.
How JP Morgan Applies DOI in Practice
JP Morgan hasn’t abandoned inclusion. It has adjusted how it is practiced. Here’s a breakdown of what that looks like day-to-day:
| Component | Old DEI Model | New DOI Model |
|---|---|---|
| Training | Long DEI courses focused on bias reduction | Short, role-specific sessions on respectful behavior |
| Employee Groups | Managed through DEI office with set goals | Self-led groups supported through HR |
| Hiring | Diversity scorecards and demographic targets | Competency-first recruiting with outreach support |
| Communication | Public DEI statements and performance pledges | Internal updates emphasizing access and fairness |
This model is gaining attention from other large firms. While not all are adopting DOI by name, many are revisiting DEI policies to better align with merit-focused values.
What DOI Means for Workers and Businesses
For Employees
DOI creates a path where employees succeed based on what they bring to the table. Workers no longer worry about being tokens or being passed over due to demographic balancing. The focus stays on contribution.
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Job performance and skills matter most
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Belief systems and personal views are respected
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Cultural inclusion remains a value without being coercive
For Employers
Employers benefit from flexibility. DOI policies are less bureaucratic and more aligned with business needs. Teams form based on capabilities, not checklists.
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Greater focus on productivity and innovation
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Reduced risk of legal action tied to hiring practices
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Stronger alignment with employee morale and retention
For the Market
Customers and investors also pay attention. In a climate where trust is everything, companies that avoid political entanglements and deliver consistent results tend to outperform. DOI sends a signal: fairness and excellence drive decisions.
Why the DEI vs DOI Debate Matters
The DEI vs DOI conversation is not just about corporate buzzwords. It’s about how institutions treat people. The shift toward DOI reflects a desire to move past rigid mandates and toward practical fairness.
If you are building your career, DOI rewards effort and output. If you are running a business, it gives you the space to hire and lead based on results. And if you care about cohesion in the workplace, DOI creates room for unity without forcing conformity.
Conclusion: DEI vs DOI and the Future of Workplace Inclusion
The question of DEI vs DOI goes beyond trends. It represents a change in how companies define fairness and success. JP Morgan’s move from equity to opportunity sets a precedent. Instead of counting demographics, businesses are returning to merit, access, and shared respect.
DOI avoids the legal pitfalls that now threaten traditional DEI. It answers cultural demands for balance and fairness. And it positions companies to thrive by emphasizing individual achievement over collective quotas.
For leaders, workers, and stakeholders, this moment invites reflection. What values will guide the next generation of workplace policy? If the rise of DOI is any indication, the future belongs to those who believe success should be earned, not assigned.
