Why we shouldn't back away from DEI

"One step forward, two steps back;" Is it just me or is this expression starting to feel a bit too familiar to DEI (Diversity, Equity, and Inclusion) experts lately? Is this old saying starting to define our current situation as more global companies are now pulling back from DEI?  

As the social and political landscape continues to evolve, new challenges emerge, creating a significant backlash against the efforts of DEI professionals. What was once a shared commitment to social progress and inclusivity has turned into a tug-of-war, forcing DEI advocates to defend the legitimacy of their mission every step of the way. With changing priorities, it often feels like organisations are placing DEI on the back burner, no longer treating it as the critical business priority it deserves. I wonder how we have come to this. Can this result from misconceptions about DEI and the opportunities it brings?  

In the current context, one thing seems certain; if companies keep backing away from DEI, we’ll allow deep-rooted inequities and prejudice to thrive. Which brings me to think about the question the media Forbes raised recently: Is this corporate retreat from DEI a short-sighted strategy? 

DEI in the Current Climate   

The list of companies leaving their DEI strategies behind grows longer by the day. Recent political and social events have set the stage for an uphill battle for DEI practitioners, as anti-DEI legislation and the rise of ‘anti-woke’ movements challenge their efforts to foster inclusion. From legal restrictions on discussing race and gender to budget cuts amid economic uncertainty, DEI programs are facing increasing scrutiny and a reduction of dedicated resources inside companies to support their programs. These obstacles make it harder for organisations to support and promote diversity initiatives as they try to balance the growing social complexities and growing public resistance.  Some feel the question is no longer *how* to promote DEI but *whether* it should be a priority at all.  

Why It’s Easy to Feel Defeated  

At a time when we hear about companies who are scaling back or entirely dismantling their DEI programs, it’s easy to feel discouraged. The progress made in the past few years feels like it’s being undone. For some, this is seen in the lack of diversity in leadership roles, the decline of inclusive hiring practices, or the weakening of employee resource groups (ERGs). Many experts find themselves having to justify the very existence of their work, constantly answering the question: "Does DEI still matter?"  

The fight for equity is hard—and setbacks like these can make it feel impossible. It's tempting to throw in the towel when the broader climate feels like it's turning its back on the ideals of diversity and inclusion.   

Why We Cannot Give Up  

Despite these challenges, DEI's work remains more important than ever. Marginalized communities continue to experience inequities in the workplace and beyond, and the systems of power that perpetuate exclusion need to be dismantled. The setbacks should not deter us but rather serve as a reminder of why we began this journey in the first place.  

DEI isn’t just about diversity metrics or ticking boxes. It’s about creating environments where every individual feels valued and heard. It’s about empowering voices that have been historically silenced and ensuring that businesses reflect the diversity of the world in which they operate. It’s about fighting for justice and fairness in a society that doesn’t always prioritise those values.  

So how do we keep DEI a business priority?  

• Refocus on the Core Values: This is where the role of leaders is key. We must enable them to remember the foundational principles of why DEI is essential. Beyond the immediate business benefits, DEI is about aligning organisational values with those of the society it serves and setting the stage for a healthy company culture. 
• Keep the Momentum Alive: It’s crucial to keep pushing forward even in the face of obstacles. That means continuing to advocate for DEI even when budgets are tight, or there’s resistance. Progress might be slow, but it’s still progress.  
• Create Accountability: Companies need to be held accountable, both internally and externally. Transparent goals and metrics are essential for tracking progress. It’s easy to deprioritise DEI, but having visible metrics ensures it stays on the radar.  
• Foster a Culture of Inclusivity: DEI isn’t the responsibility of one team or leader. It’s a collective effort that must permeate the entire organisation. Fostering a truly inclusive workplace culture requires ongoing education, conversations, and action from the C-suite to entry-level staff.  

The Fight Must Go On  

The path to equity was never meant to be easy. There will always be setbacks and pushbacks when we’re working to break down systems of power and exclusion. But guess what? The work still matters. Every little step counts. And even when it feels like progress is too slow, we must remember that any contribution, big or small, matters.   

DEI experts are feeling it right now, but this is exactly why we can’t stop. We’ve come too far to turn back now. So, let’s keep our hopes up and push for what we believe in, even if it feels like one step forward and two steps back.