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Diversity and inequality are interrelated, so diversity, equity, and inclusion (DEI) are controversial—but in a different way than Waldman and Sparr (2023) suggest regarding "woke" and "integrative" diversity strategies. I argue that Waldman and Sparr give insufficient attention to the link between diversity and inequality, and thereby offered a false dichotomy about DEI strategies. I outline the main arguments by Waldman and Sparr and challenge their claims about DEI strategies. I argue that DEI is about social, not personal, identity, that is about intergroup relations, not individual differences. I explain why the past is part of the present. I further challenge the claim that DEI is grounded in critical race theory (CRT), explain the origins and intent of CRT, and discuss its distant relationship to how DEI is practiced in organizations. I challenge the claim that DEI strategies lead to excessive victimhood and insufficient merit on the part of marginalized groups, and I discuss the overlooked bias for White men. I clarify both paradox theory and positive organizational behavior theory as used by Waldman and Sparr. Finally, I compare Waldman and Sparr's model of integrative DEI strategies with alternative ways to address the link between diversity and inequality. [ABSTRACT FROM AUTHOR]