Traditional environmental organizations have historically overlooked or inadequately addressed environmental justice (EJ) issues that disproportionately affect people of color. An example that illustrates this problem can be seen in the history of the "Not In My Backyard" (NIMBY) movement, where environmental concerns were often centered around white, affluent communities, leading to the marginalization of communities of color in the environmental discourse. In recent years, environmental groups have implemented departments, programs, or frameworks to address environmental justice issues that disproportionately affect people of color but struggle to acquire the appropriate staff, tools, or knowledge to address these issues appropriately. The history and philosophy of the traditional environmental movement juxtaposed with that of the environmental justice movement will show the persistent racial divide between the two separate movements. This study suggests that a diversity, equity, inclusion, and justice program can arm environmental organizations with the tools, knowledge, and staff recruitment and retention to execute environmental justice programs and initiatives more effectively and appropriately. The history and concepts of DEIJ are intertwined with those of EJ, including connections between the movement leaders, how many EJ activists and groups define justice, and how DEIJ implements that conception of justice. To this extent, DEIJ can align the organization’s internal values with their external ones concerning EJ. Many DEIJ programs are not successful due to their short training session, their inability to follow up with their participants, the lack of trust or credence they are given, and other challenges. Although there are many considerations on the efficacy of DEIJ programs, studies show evidence of positive changes in organizational output and positive staff experience after implementing a mature DEI program. The Cream City Conservation DEIJ program, founded by August Ball, is a case study that will show a mature program's intricacies and how such a program can implement sustainable DEIJ practices and structures rooted in anti-racism. The field of DEIJ is operated by individual practitioners and academics without any group consensus on the most effective type of program, thus not benefitting from an agreed-upon standard of practice. In the future, this topic would benefit from further dialogue in the DEIJ community about setting a standard that can prevent organizations from investing in unsuccessful programs.