What We Can Do Now: Sustaining DEI Efforts Despite Political Attacks

iamchristinejean
Jan 30
4 min read

Updated: Feb 15

Diversity, Equity, and Inclusion (DEI) programs are facing increasing scrutiny and political pushback. With federal DEI initiatives under attack, many companies find themselves at a crossroads: Should they abandon their efforts to avoid controversy, or should they remain steadfast in their commitment to creating workplaces where everyone can thrive?

The answer is clear—organizations that prioritize DEI do not just check a box; they drive innovation, improve employee engagement, and enhance business outcomes. But sustaining these efforts in an increasingly hostile environment requires a strategic approach. Here’s what companies and individuals can do now to ensure fairness, inclusion, and success, regardless of shifting political landscapes.

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1. Make DEI a Business Imperative

Companies that integrate DEI into their core business strategy are more likely to sustain these efforts. Instead of framing DEI as a separate initiative, embed it within talent acquisition, retention, leadership development, and business growth. Leading companies like JPMorgan Chase have publicly defended DEI, emphasizing its importance to business success. An inclusive workplace is a competitive advantage, not just a moral imperative. (Business Insider)

2. Reframing DEI for Broader Buy-in

The backlash against DEI often stems from misinformation and fear. Rather than using politically charged language, focus on universal values like fairness, opportunity, and meritocracy. Lily Zheng’s FAIR Framework—Fairness, Access, Inclusion, and Representation—offers a strategic approach that emphasizes these universal values and builds organizational buy-in. By adopting this framework, companies can reframe DEI initiatives to focus on principles that resonate broadly, potentially mitigating political backlash. (Lily Zheng’s FAIR Framework)

3. Strengthen Psychological Safety

Leaders play a crucial role in fostering psychological safety—the belief that employees can voice ideas, ask questions, and challenge the status quo without fear of punishment. When employees feel safe, they are more engaged, innovative, and productive. Encourage open dialogue and create safe spaces for honest conversations about inclusion. (Harvard Business Review)

4. Focus on Inclusive Leadership

Leaders at all levels must model inclusive behaviors. This means actively listening to diverse perspectives, addressing bias, and ensuring equitable access to opportunities. Equip managers with tools and training to lead inclusively, and hold them accountable for building diverse and high-performing teams. (Center for Creative Leadership)

5. Measure What Matters

Data is a powerful tool in sustaining DEI. Track representation, employee engagement, promotion rates, and pay equity to identify gaps and areas for improvement. Use qualitative feedback from employees to understand experiences and make informed decisions. Transparency in metrics fosters accountability and trust. (McKinsey & Company)

6. Support ERGs and DEI Councils

Employee Resource Groups (ERGs) and DEI Councils provide crucial community and advocacy within organizations. Even if broader DEI initiatives are under attack, companies can continue supporting these grassroots efforts. Encourage ERGs to focus on professional development, mentorship, and business impact to reinforce their value. (SHRM)

7. Empower Employees Through Everyday Actions

DEI isn’t just the responsibility of HR or leadership—it’s a collective effort that requires small, consistent actions from all employees. Encourage team members to amplify underrepresented voices in meetings, mentor diverse colleagues, and advocate for fair decision-making. Equip employees with knowledge and tools to be active allies and advocates. Building an inclusive culture doesn’t depend solely on policies but on daily interactions and commitments. (Forbes)

8. Navigating Policy and Legal Changes

Recent executive orders have targeted DEI programs within federal agencies and contractors, aiming to eliminate what are termed "radical and wasteful" initiatives. Companies can future-proof their DEI efforts by embedding inclusive policies into broader business practices and staying ahead of policy shifts. Ensuring compliance while maintaining commitment to DEI is crucial for long-term sustainability. (White House Executive Order)

9. Engage in Community and Industry Collaboration

Companies can sustain their commitment to DEI by collaborating with industry groups, nonprofits, and other organizations that share similar values. Partnering with external organizations can provide resources, credibility, and a broader network of support. (Deloitte)

10. Stay the Course

The backlash against DEI is real, but so is the progress made. Companies that abandon these efforts risk losing top talent, diminishing innovation, and falling behind competitors who recognize that diverse and inclusive teams drive success. (Harvard Business Review)

The question isn’t whether DEI efforts should continue—it’s how to sustain them effectively. By embedding inclusion into the fabric of an organization, fostering inclusive leadership, and using data to drive decisions, companies can ensure that DEI remains a strategic priority, regardless of external pressures.

Now is not the time to retreat. Now is the time to evolve, adapt, and reinforce our commitment to building workplaces where everyone can thrive.

Christine J Young