DEI: “A Rose By Any Other Name Would Still Smell Sweet”

The quote, “A rose by any other name would smell as sweet” comes from the lips of William Shakespeare’s Juliet. In the play Romeo and Juliet, Juliet argues that it does not matter that Romeo is from a rival family. In short, names of things do not affect what they really are.

Which is where I think DEI is today. Is it DEI? No—of course not. Instead, what we are doing is building trust, enhancing effectiveness, and fostering a healthy workplace. Shall we call it “BTEEFHWP?”

While DEI (Diversity, Equity, and Inclusion) efforts often spark controversy, I believe the real aim is quite different: not ideology or quotas, but creating institutions that earn public confidence and serve everyone well. Which, of course, ought to be the goal of every organization in a free society.

Research consistently shows that efforts to increase diversity and inclusion—when grounded in trust—lead to better decision-making, stronger innovation, and improved organizational performance. In fact, DEI initiatives are often described as essential strategies for cultivating psychological safety, employee retention, and overall engagement. The key? They work best when built on genuine trust—not just grudging compliance.

Critics highlight potential pitfalls: rushed DEI programs can backfire, reinforcing tribalism, stoking resentment, or undermining meritocracy. 

Indeed, when DEI is treated like a checklist, it can feel intrusive or manipulative.

That’s why I say: What we are doing isn’t DEI! It is building trust and enabling organizational excellence. It is about intentional, values-led leadership—rooted in accountability and anchored in the lived reality of the communities we serve.

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Let’s stay focused. Our mission isn’t a political label—it’s three foundational principles:

• ✔️ Trust: Public confidence is the bedrock of effective policing.
• ✔️ Effectiveness: A team that reflects its community performs better, is accountable—and more trusted.
• ✔️ Healthy workplace: Psychological safety, shared purpose, and genuine inclusion and respect enable everyone to do their best.

So when critics say “stop pushing DEI,” I hear anxiety about overreach. I felt that. But I also remember what I said in Madison years ago: “Don’t push me—hold me accountable.” That’s how trust is built: with clear goals, real data, and unrelenting integrity. And that 20-year effort continues to be reflected in the Madison Police Department. It sustained that kind of organization now for over 30 years!

So, DEI/Affirmative Action is not about labels. It’s about people. It’s about values. It’s about building institutions—especially police—that are trusted, effective, just and reflective of the people they serve.