Many leaders are hesitant to talk about DEI in the current political climate, worried about saying the wrong thing. But the real risk? Saying nothing at all.
Employees are paying close attention to the messages and signals they receive from leadership about DEI right now. More than ever, they want to know that the company is expressly committed to creating a stable and thriving workplace where people are valued and safe.
This is an important moment in time for organizations to build trust and engagement by reinforcing the core essence of what DEI aims to achieve - not as a separate initiative, but as an integral part of shaping a culture where everyone can succeed. DEI has always been about creating fair, supportive environments where all employees can do their best work. At its core, it's good for people and it's good for business.
What hasn't changed in the current landscape is that DEI remains a force for good.
Fairness, respect, and equal opportunity aren't just ethical imperatives, they're business imperatives. Despite the headlines about DEI being dismantled, many organizations are standing strong in their commitment. Understanding the legal landscape is key. Companies should engage their legal counsel as they ensure their approach is anchored in the principle of leveling, not lifting (ensuring fairness and opportunity for all rather than elevating one group at the expense of another), and to assess how they can continue to advance this work in a way that drives demonstrable positive business results.
For ongoing legal insights, these resources can help organizations stay informed:
Meltzer Center: Advancing DEI (and follow David Glasgow on LinkedIn)
Navigating Washington: Insights for Business | The Conference Board
To quote the brilliant Lily Zheng, "Evolve your DEI work into the most defensible version of itself, be that with language, activity, strategy, tactics, or otherwise, so that every leader and practitioner can confidently sustain and defend it. Then, put the full weight of your organization and its platform behind that defensible platform you've established."
Communicate your commitment with clarity and conviction.
This moment calls for confident communication that demonstrates stability, strategy, and strength. Leaders must be proactive in their messaging, reinforcing that their commitment to organizational health remains rooted in the outcomes that DEI was always meant to achieve. Companies should build top-down messaging that clarifies how their ongoing culture-shaping work is directly connected to their mission. They should equip their leaders with concise messages they can rely on to reinforce the company’s commitment to their people and ensure consistency across the organization.
1. Acknowledge the External Environment While Creating Internal Clarity
"We acknowledge the shifts happening around us, and our commitment to fairness, respect, and a thriving workplace remains firm."
2. Reiterate Who You Are as an Organization
"What we stand for isn't changing. We believe in our purpose and live by our values. Our people and our customers matter deeply to us."
3. Focus on Fairness and Shared Success
"This work benefits all of us. DEI has always been about ensuring everyone can contribute at their fullest potential to best support the people we serve."
4. Engage Employees as Active Contributors
"Culture isn’t a top-down directive, it’s something we all build together, through our daily actions and shared commitment."
5. Reinforce the Long-Term Investment
"Our consistent investment in this work is not only the right thing to do, it also gives us a competitive business advantage as leader in the field as we carry our mission forward."
Employees - and customers - want confirmation that this work still matters.
They want to see that the company is stable in its values and steadfast in its commitment to helping people thrive.
Now is not the time to go silent. Instead, it’s time to take charge of the message and elevate the conversation. Use the opportunity to ground DEI in shared values, universal fairness, and measurable impact. When done effectively, this approach not only strengthens trust but also creates the stability your organization needs to navigate uncertainty and drive long-term success.
Need Support? If you’re looking for guidance on shaping your DEI strategy and communications, we’re here to help ensure your approach is aligned, effective, and positioned to help your organization thrive in the long term.