Why are companies quietly abandoning DEI? A call to action

I’ve started hearing from friends and colleagues at other organizations that DEI, or BJEDI as I call it (Belonging, Justice, Equity, Diversity, and Inclusion), is quietly disappearing from websites and materials, or toxic employees are feeling emboldened and acting out against marginalized coworkers or customers.

In the wake of the 2024 election, some businesses are preemptively pulling back DEI messaging and policies. They’re hedging against the backlash of financial pressures or political risk that hasn't yet materialized. Giving up—in advance of fascism and hate.

This doesn't feel like just a PR or revenue decision. I think it's a statement about values.

When organizations remove DEI initiatives before a battle is even fought, it raises a hard question:

Were those commitments ever real?

DEI (Diversity, Equity, Inclusion) is not window dressing. It’s the foundation of workplaces where people—regardless of race, gender, ability, or background—are seen, valued, and given the opportunity to thrive with psychological safety.

Abandoning DEI sends a chilling message:

• To employees: You are no longer protected here.
• To marginalized communities: Your humanity is negotiable.
• To the world: Our values are for sale.

Giving up in the face of fear doesn’t neutralize hate—it emboldens it. And history shows us exactly where that path leads.

What do I think we should do instead?

1. Reaffirm your values publicly: Show your employees, customers, and communities that your commitments aren’t tied to political trends—they’re tied to what’s right.
2. Invest in action, not optics: Double down on DEI programs, education, policies, and acts of justice that create measurable change. Hate and fear are allergic to education and empathy.
   • Create mentorship programs
   • Offer DEI-focused leadership training
   • Educate on the evidence-based business benefits (1, 2, 3, 4, 5)
   • Implement equitable hiring programs and pipelines
   • Conduct pay equity audits
   • Establish Employee Resource Groups (ERGs)
   • Support suppliers and vendors from marginalized communities
   • Provide accommodations beyond legal requirements
   • Develop an anonymous feedback system
   • Invest in local community programs
3. Support leaders who uphold these principles: Your voice matters in business, hiring, elections, advocacy, and leadership decisions. Use it.
   • Write to boards
   • Speak up when making hiring decisions
   • Supporting inclusive policies
   • Share resources broadly
4. Be ready to stand firm: The organizations that endure challenges prioritize integrity over convenience.

This isn’t just about politics—it’s about the soul of our workplaces, communities, and future.

If you’re at a company facing this moment of decision, I urge you: choose courage. Choose people. Choose values that will stand the test of time. Do not choose hate.

Hate doesn’t win when we resist it.