The future of DEI lies not in corporate boardrooms or political manipulation but in the hands of individuals committed to creating a more just and equitable world. Dismantling DEI is not an option. As we move forward, let's channel our energy into meaningful actions that drive real change, regardless of organizational support or lack thereof.
The past few years have seen a surge in corporate commitments to diversity, equity, and inclusion (DEI). However, recent events have exposed the fragility of these initiatives. As organizations retreat from their DEI goals, laying off DEI leaders and cutting back on investments, it's time to reassess our expectations and chart a new course forward.
For years, we relied on organizations to lead the way in diversity, equity, and inclusion (DEI). We expected them to take up the mantle of change and build truly inclusive workplaces. But it's time to confront an uncomfortable truth: this was never their role.
We've placed an unrealistic burden on organizations to solve deep-rooted societal issues. Companies, fundamentally profit-driven entities, were never designed to be the primary drivers of inclusivity. While compelling, the business case for DEI has always been rooted in financial outcomes rather than genuine social change.
Organizations are driven by profit. They are not living, breathing beings capable of understanding the deep human need for belonging. Their primary focus will always be the bottom line. How can we expect them to build inclusivity as a core business process when their core value is profit?
Recent events have made this painfully clear. Companies have stepped back from their diversity and inclusion commitments one by one. DEI leaders have been laid off, investments have been cut, and public pledges have quietly faded into the background. The promises made during heightened public scrutiny have been replaced by a return to business as usual. This begs the question: What was our expectation?
Did we truly believe that organizations could solve the unsolvable? That they could meet our deepest needs for equity and belonging? If so, it's time to reevaluate what we want from these institutions. The truth is, they were never fully equipped to fulfill these promises. And maybe, just maybe, it's time to stop waiting for them to.
We've Been Here Before – Reagans Attempt to Dismantle DEI
YES, We've been here before. In the 1980s, during President Ronald Reagan's administration, there was a concerted effort to dismantle affirmative action policies to promote diversity and inclusion. Influenced by conservative think tanks like The Heritage Foundation, Reagan's administration proposed significant reductions in federal support for affirmative action programs. This period marked a pivotal shift in the national discourse on diversity, equity, and inclusion (DEI), setting the stage for today's challenges to inclusivity programs. Wikipedia
Additional Reading:
When Reagan tried to undo affirmative action, corporations fought back (Read Article Here)
How the Reagan administration stoked fears of anti-white racism (Read Article Here)
The current rollback of DEI initiatives mirrors the historical resistance to affirmative action that began in the 1980s. Despite its initial support, the Reagan administration's opposition to affirmative action laid the groundwork for the skepticism and backlash against DEI efforts that we are witnessing now. This historical context underscores the cyclical nature of the struggle for diversity and inclusion in America, highlighting the need for sustained, grassroots efforts to achieve meaningful change.
Executive Orders: A Setback for DEI
Executive orders aimed at dismantling DEI efforts in the federal workforce and beyond exemplify the ongoing challenges faced by DEI initiatives. These orders seek to eliminate affirmative action policies and intimidate employers and educational institutions into abandoning their DEI efforts. When Reagan tried this, large corporations like General Motors, IBM, and Merck – pushed back against his plans – today, no one is coming to save the process or the programs.
The orders rolled back decades of progress in creating equitable workplaces and educational environments by rescinding vital policies promoting equal opportunity for marginalized groups, including federal contractors' obligations to implement affirmative action.
These actions undermined federal anti-discrimination laws and made it harder for organizations to address systemic inequalities. In a climate of increasing pushback against DEI, these orders reinforced the notion that DEI, rather than being a fundamental human right, was something to be feared and dismantled. For those who believed organizations could lead the way in creating inclusive workplaces, this was a harsh reminder that political forces can easily undo DEI efforts.
Who Benefited The Most From DEI?
From 2020 to 2022, white women expanded their share of senior leadership jobs at twice the rate of women of color, though they remained outnumbered by a margin of 4 to 1. Despite marginal gains among men of color, white men continue to hold about two-thirds of the top jobs, even though they make up only one-third of the U.S. workforce. While affirmative action policies are often associated with efforts to combat discrimination against people of color, scholars argue that white women have been the greatest beneficiaries of these policies.
Decades of affirmative action have contributed to the increased educational attainment and workforce participation of white women, paving the way for their inroads into corporate leadership. This is a stark contrast to the lack of similar advancements for people of color, particularly women of color, who continue to face systemic barriers to equal representation in leadership roles. It begs the question, despite our best efforts, what did we gain as people of color?
Who will lose the most with the dismantling of DEI efforts? – White women and white men.
Who Will Lose the Most with the Dismantling of DEI Efforts?
The dismantling of DEI efforts will disproportionately affect both white women and white men, although in different ways. For white women, the loss of policies aimed at improving their advancement in the workplace will lead to setbacks in their progress in corporate leadership roles.
Time will tell how this pan out, but the subsequent annual Lean-In Women in the Workplace Reports will reflect the impact.
Many initiatives that have allowed white women to break through barriers, particularly in terms of promotions and executive opportunities, will be rolled back. Without these DEI-focused policies, white women will face increased difficulty climbing the corporate ladder, particularly as organizations pull back on efforts to support their leadership development.
On the other hand, white women and men—particularly in government contracting—stand to lose in a different context. Many white men have historically used their wives as proxies to gain preferential treatment in contracting opportunities, taking advantage of policies (51% ownership rules) that were intended to benefit women and minority-owned businesses. The critical fact…white women will lose here as well. Here are the statistics:
“Women-owned businesses contribute $1.9 trillion to the U.S. economy annually and represent 42% of all businesses in the United States. In the fiscal year 2022, the federal government awarded $30 billion in contracts to WOSBs, supporting job creation, economic opportunity, and growth for women-owned businesses. These businesses also employ approximately 10.1 million people and have consistently outpaced the growth of overall businesses, growing at 21% from 2014 to 2019, compared to 9% for all firms.” (From – Women Impacting Public Policy)
With the dismantling of DEI programs, these channels for accessing government contracts could close, leaving white women (and men) with fewer opportunities to maintain their dominance in government contracting. The disruption of these pathways for preferential treatment will harm their ability to leverage these historical advantages.
How do we move forward?
So, what comes next? We need to take the reins ourselves. We need to stop relying on organizations to drive DEI and instead recognize that the responsibility lies with us—as individuals, as leaders, and as human beings who believe in fairness and equity.
If organizations dismantle their inclusion initiatives, we don't stop. We keep moving forward. We do not stop being diverse, inclusive, or striving for equity. What we do stop is allowing these companies to disappoint us again and again. They no longer get to define our progress.
As we witness the dismantling of corporate DEI initiatives, let's not despair. Instead, let's recognize this as an opportunity to reclaim the true essence of diversity, equity, and inclusion. These values are not corporate programs but fundamental human principles that we can uphold in our daily lives and interactions. We start with one conversation at a time…this is heart work, not head work.
Inclusion still needs all of us. Diversity is not a program or a metric—it's who we are. Every living person carries layers of diversity within them, and every community is enriched by the differences we bring. As we look at 2025, let's make a promise to ourselves: we will no longer be disappointed when organizations pull back inclusivity. Instead, we will remember that they were never built to lead this movement. They were built for profit.
If you think about it, every data point used to justify DEI in the corporate world has been about why it's good for business. "Diversity drives innovation." "Inclusion improves employee retention." "Equity boosts profitability." Rarely have we heard that DEI is simply about people—about ensuring every individual has a fair chance, a sense of belonging, and a voice that matters. But that's what it's truly about.
We don't need organizations to validate this truth—we know it already. Going forward, we will continue the work despite the obstacles. We build inclusive spaces in our teams, our communities, and our lives. We create belonging because it's the right thing to do—not because it's profitable. Organizations won't save us, but we can save each other.
