Globally, our awareness of diversity, equity, and inclusion matters has increased, driven by migration, technology, human rights advocacy, etc. However, as this awareness continues to permeate our community, there is a wide range of interpretations of what diversity, equity, and inclusion mean, leading to a great deal of ambiguity about the intended outcome. This entry places diversity, equity, and inclusion initiatives within the broader context of organizational change by examining two cases of visible minorities in their experiences in homogeneous, white North American spaces. It suggests that traditional organizational change interventions may not deliver the intended outcome and offer a more nuanced approach steeped in personal consciousness and cultural astuteness.