I said it the moment it began: After George Floyd’s body cooled in the ground, the DEI momentum would, too. Not because justice had been served, but because many institutions were never committed in the first place. And now, it’s happening. Let the data speak: Over 20% of U.S. companies have already walked back their DEI initiatives. Others are quietly “restructuring” programs, slashing DEI positions, or tying them to ROI in ways that dilute their purpose. Boards are growing impatient. Executives cite “DEI fatigue.” And across sectors, the same truth echoes louder than ever: DEI has become performative—not transformative. The frustration is palpable. The confusion is real. People feel disillusioned, tokenized, and tired of optics-driven leadership. So I asked myself: What’s the solution to this growing dilemma? How do we move from box-checking and quotas to cultures shaped by conviction, character, and courage? Enter PRISM™. I created the PRISM Leadership Framework as a bold antithesis to performative DEI. It's not just a program or training series. PRISM is a values-based leadership model that reimagines inclusion as principled, not political, anchored in ethical stewardship, regenerative leadership, and moral clarity. PRISM doesn’t fit into broken systems. It transforms them. It replaces guilt-driven compliance with justice-rooted competence. It prioritizes integrity over identity quotas, self-mastery over slogans, and sustainability over symbolism. Born out of research. Refined through practice. PRISM equips leaders to build cultures where people thrive, not just belong, because when you lead with purpose, the result isn’t just progress—it’s transformation.