Background: According to the U.S. census (Vespa et al, 2020), rhe non-Hispanic white population is projected to decrease to 179 million people in 2060, from 199 million in 2020. Those who identify as two or more races is projected to grow the fastest, followed by Asians and Hispanics (Vespa et al, (2020). The American Association of College of Nurses (AACN) Diversity, Equity, and Inclusion (DEI) in Academic Nursing position statement, and the newly revised AACN 2021 essentials include the concept of diversity, education, and inclusion. While a definition of each individual concept is provided, the overall takeaway is that faculty can prepare graduates who contribute to the improvement of access and care quality for underrepresented and medically underserved populations. Method: According to the 2021 AACN essentials, guiding principles for competency-based education (CBE), faculty should be intentional about minimizing bias. Buchanan et al, (2020), provides a detailed assessment and plan for integrating diversity, equity, and inclusion into a simulation program, with the goals of promoting a just and inclusive culture of learning, and increasing the number of nurses prepared to provide culturally humble, patient-centered care. Results: Although simulation faculty are highly prepared in general debriefing, including DEI topics will ensure they are also competent and comfortable doing so. An essential foundation to effective debriefing is the presence of psychological safety, the perspective that the environment is conducive to taking interpersonal risks without concern of retribution, condemnation, or ridicule (Edmonson, 1999). Conclusion: As debriefers, we bring our own perspectives and cognitive frames to the debriefing conversations. To support a debriefing integrating DEI topics, debriefers must understand and manage their personal biases and promote a learning environment that promotes psychological safety (Rudolph, 2014).