DEI’s myopia: widening the lens from identity politics to universal human needs

Purpose The purpose of this paper is to critique the limitations of traditional diversity, equity and inclusion (DEI) frameworks and introduce a broader, evidence-based alternative rooted in human motivational psychology. It argues that DEI’s narrow focus on identity categories and limited emotional needs has contributed to fragmentation, backlash and reduced effectiveness. Design/methodology/approach This paper conducts a conceptual analysis of DEI through the lens of psychological needs theory, synthesizing findings from Maslow, Deci and Ryan, Shore et al., and introducing the AgileBrain framework − a comprehensive taxonomy of 12 emotional needs across four life domains and three levels of striving. Findings While DEI initiatives address valid concerns related to equity and inclusion, they overlook many other emotional needs crucial to engagement, wellbeing and organizational performance. The AgileBrain framework reframes workplace issues such as leadership, culture, teaming and employee engagement as functions of universal need fulfillment, providing a more integrated and actionable human resources (HR) strategy. Research limitations/implications This conceptual paper does not present new empirical data but draws on published literature and theoretical synthesis. Future research should empirically test interventions based on the AgileBrain model across diverse organizational contexts. Practical implications HR leaders can use the AgileBrain model to move beyond compliance-driven DEI checklists and instead identify and meet the unmet emotional needs of all employees, leading to more resilient, human-centered organizations. Social implications By reframing identity-based interventions as universal human needs, organizations can reduce resistance, improve inclusion and foster greater psychological safety and cohesion across demographic lines. Originality/value This paper offers a novel, unified psychological framework that transcends the limitations of DEI by rooting inclusion and equity within the full architecture of human motivation.