Challenges Impacting DEI Programs

If you are a leader or practitioner of #diversity, #equity, or #inclusion, do you facilitate activities, or do you create impact? They're not the same thing. In conversation after conversation I've had with DEI teams in the last few months, a common theme is anxiety in the face of change. The language they've spent years using is being forced to change. The activities they've made into their bread and butter are being suspended or forced to adapt. Newer or less mature DEI teams tend to see their activities and their impact as one and the same. They reason that, if they provide event programming and support employee networks, their impact on the organization must be "event programming existing" and "employee networks feeling supported." In the face of change, they grieve not only the loss of the status quo, but the perceived loss of all impact they could make. More established or mature DEI teams see their activities as a means to achieve their desired impact. They're able to identify problems in the organization that need solving and develop activities that best utilize their resources to solve these problems. They reason that, because the organization fails to adequately create belonging for all of its employees due to inconsistent manager support and a company culture that doesn't value people, they can solve the problem by increasing managerial consistency and creating a more people-centric culture. In the face of change, they grieve the loss of their activities—but can quickly pivot to new ones that achieve the same goals. We can learn a lot from these teams. If you want to sustain your impact even through disruptions to your team's typical operations, you can start by doing the following: 🎯 Define the problem you're working to solve, in context. Data, both qualitative and quantitative, ensures that you can identify the biggest gaps in your organization's commitment to its values, understand what areas DON'T need fixing so you can conserve your effort, and can start strategizing about how to solve root causes. 🎯 Pull out the biggest contributors to unfairness and exclusion. It's one thing if a manager in Sales communicates disrespectfully. It's another thing altogether if the culture of the entire Sales team glorifies disrespect. Understanding the scale of the issues we face can help us prioritize solving the biggest issues affecting everyone, rather than chasing symptoms. 🎯 Design interventions, not activities. Too many practitioners create an initiative because that's what they've been asked to do. Think of them instead as interventions: carefully-designed attempts to shift the status quo from Point A to a more inclusive, more fair Point B, by solving real problems that hold your organization back. The more we shift our work toward real impact, the more effective we'll be—regardless of the sociopolitical climate, regardless of backlash. Let's hone our focus.

When corporations like Target Walmart Amazon and Meta decide to roll back their #DEI initiatives, it sends shockwaves—not just through their organizations but through every professional space where equity has been hard-fought. For DEI practitioners, and anyone championing change, this isn’t just a business decision—it’s a call to action. Dr. Kimberle Crenshaw’s work on #intersectionality has taught us how systems of power intersect to marginalize certain groups. These rollbacks are a stark reminder of how fragile progress can be when profit and politics collide. But here’s the truth: even when systems shift, we hold the power to influence from within. This is where the role of the in-house influencer becomes critical. What Is an In-House Influencer? An in-house influencer is more than just an employee—they’re a changemaker. It’s the person who raises the tough questions, advocates for systemic equity, and pushes for accountability, even when the organization tries to retreat from its commitments. If you’re leading DEI efforts—or simply care about fostering inclusion—you are an in-house influencer. Here’s How to Show Up as an In-House Influencer: 1️⃣ Advocate for Intersectionality DEI isn’t just about diversity statistics—it’s about addressing the overlapping systems of inequality that impact marginalized groups. Use your voice to remind your organization that equity isn’t just for some of us—it’s for all of us. 👉 Action: When faced with rollbacks, ask: “How will this decision impact employees from intersecting marginalized identities?” Document the gaps and amplify the need for solutions. 2️⃣ Lead with the Question Trap Navigating a company pulling back from DEI? Use intentional questions to spotlight priorities and identify allies. For example: • “What is our strategy to ensure equity and belonging in the absence of formal DEI programs?” • “How are we addressing the morale of employees who feel left behind by these changes?” 3️⃣ Position Yourself as the Trusted Voice When companies shift, employees often feel disillusioned or directionless. This is where your influence matters most. Be the person who says, “We may not have the same resources, but here’s how we can keep making progress.” 👉 Action: Create informal networks, mentoring programs, or resource-sharing spaces to keep the momentum alive—even if the official structures are gone. 4️⃣ Consider Your Own Path When companies signal that equity isn’t a priority, it’s also an opportunity to evaluate your alignment with their values. As Kimberlé Crenshaw reminds us, we must constantly navigate systems to reclaim power. Sometimes, that power comes from knowing when to stay and fight—and when to build something new. 👉 Action: “Am I working in a space that aligns with my values?” If the answer is no, begin preparing for a pivot. Here’s the reality: the rollback of DEI programs doesn’t erase the need for equity. It simply shifts the responsibility. #alignment #careernomad #rna

📉 What if DEI rollbacks are quietly destroying trust? I found Catalyst’s new report, Risks of Retreat, both validating and troubling. What stood out most wasn’t just the four risks (talent, financial, legal, and reputational). It was the growing gap between how leaders and employees perceive what’s really happening. For example: ➡️ 78% of C-suite and 83% of legal leaders say they’re simply rebranding DEI as “culture,” “fairness,” or “belonging.” ➡️ Two in three believe inclusion is fully embedded into daily operations. ❌ But employees see it differently. Many believe DEI is fading, or was never fully there to begin with. This isn’t just about DEI. It’s about trust. And according to many measures, trust is at an all-time low in the workplace. This gap between intention and perception isn’t just a surface-level disconnect. It signals something deeper, something below the surface. What if the real business case for inclusion is trust? What if honoring what employees actually want is the strategy? And what if these shifts are already backfiring, but we’re only beginning to see the consequences? 🗣 What are you seeing? Are changes in language and strategy impacting trust where you work? 🔗 See the link to the full report in the comments.

I’ve stayed quiet on an issue that’s becoming increasingly difficult to ignore. Today, another colleague reached out after their DEI role was eliminated, seeking guidance on what to do next. Historically, DEI roles have not served as a direct resource or business driver for East Coast Executives. Our primary focus has always been on diversity recruitment and career strategies. However, many who have commanded these positions are more than just peers—they’ve become trusted friends and valued colleagues over the years. It’s disheartening to see these efforts reduced, but now is the moment for corporate leaders to rethink how to continue pushing the diversity mission forward, even without dedicated DEI roles. Here are three strategies to consider: 1. Embed DEI into Core Business Strategies: DEI should not be a standalone initiative—it must be woven into your company’s business goals. Make diversity, equity, and inclusion integral to decision-making processes, from hiring to product development to leadership appointments. When it’s core to your strategy, it becomes everyone’s responsibility. 2. Empower Leadership Accountability: Without DEI departments, the responsibility to drive diversity efforts needs to sit squarely on the shoulders of your leadership teams. Hold them accountable for creating inclusive environments where diverse talent can thrive. Setting measurable goals and tracking progress can help ensure that DEI remains a priority. 3. Leverage External Expertise: If you no longer have in-house DEI experts, partner with organizations like East Coast Executives to support your recruitment and talent acquisition strategy. We’ve been helping companies create inclusive hiring practices and fostering environments where diverse talent can succeed. You don’t have to do this alone—there are resources available to help you stay on course. To the corporate leaders reading this: Now is the time to act. Don’t let the elimination of roles lead to the elimination of your equity commitment. And to those DEI professionals impacted by these cuts: Know that you are not alone. East Coast Executives is here as a resource to help guide your next steps. Let’s continue this important work, together. #Diversity #Equity #Inclusion #Leadership #EastCoastExecutives

Everyone deserves to feel safe at work. 47% of LGBTQ+ workers have experienced discrimination or harassment at work, according to a recent study by UCLA Williams Institute. At the same time, headlines are popping up daily about corporate DEI rollbacks at major companies like Lowe's, Ford, and more. There are a lot of misconceptions about DEI initiatives. They're just for fun; they waste money; they create reverse discrimination, etc. But even more than that, there's a lot of resistance to them. It's important to understand why. Here are the primary reasons according to an HBR study: → "status threat" - DEI initiatives often involve organizational changes and thus can elicit threat and concern, particularly from members of majority groups, who have traditionally benefitted from being in the majority. → "merit threat" - Some group members may also fear that DEI initiatives imply that their achievements are not the result of their skills and qualities but rather their group membership.  → "moral threat" - majority group member feel that if they acknowledge their privilege, they tarnish their moral image by linking themselves to an unfair system. But when being in a minority group DOES involve harassment, bullying, less opportunity, and less compensation, it IS an unfair system. And even if you don't care about that, for some reason, business leaders can't ignore that DEI initiatives have REAL value for organizations. MANY studies have shown that "diverse and inclusive workplaces lead to better decision-making, increased innovation, and higher employee satisfaction." A 2015 McKinsey study (cited below), found that: 1️⃣ Companies in the top quartile for racial and ethnic diversity are 35 percent more likely to have financial returns above their respective national industry medians. 2️⃣ Companies in the top quartile for gender diversity are 15 percent more likely to have financial returns above their respective national industry medians. It's a scary time. Now we need business leaders to stand firm and support diverse, equitable, SAFE, and inclusive workplace environments. #workplace #lgbtq #dei #diversity #equity #inclusive #deiinitiatives #workplacesafety Citations: Study on workplace discrimination: https://lnkd.in/eabhWqwx Study on diversity in teams: https://lnkd.in/epDTNaBn Study on DEI resistance: https://lnkd.in/ePXFTCF2 [Pictured: Lauren, in a suit, and her pregnant wife, in a dress, walking down a sunlit alley, turning towards each other and smiling.]

One step forward, two steps back.... DEI initiatives are experiencing significant rollback across corporate America. Following legal challenges, political backlash, and Supreme Court decisions like the affirmative action ruling, many companies are retreating from robust diversity programs. Organizations are reframing #DEI efforts as "belonging" or "talent" initiatives, reducing dedicated resources and leadership roles. The result: decreased momentum in addressing systemic workplace inequities, with marginalized groups bearing the brunt of these strategic retreats. Microsoft is experiencing this negative trend with a drastic shift in demographics: women and minorities are leaving at an increasing rate, which is a setback for creating a more diverse workforce. In many ways, this signals that systematic issues will no longer be tolerated and workers are now prioritizing: 💥 Workplace Culture 💥 Leadership Representation 💥 Competitive Job Markets 💥 Personal Well-Being Even if the government is not prioritizing inclusive workplaces, the research shows that diversity drives better business outcomes. To be competitive, organizations will need to provide the programs that employees value. #HumanizingHumanCapital #InclusivityMatters Jeff Green and Dina Bass for Bloomberg News

How can companies empower their employees in DEI positions? There are a variety of reasons why we are seeing shifts in the DEI landscape right now. And it would be easy to simply point to the Supreme Court ruling and political attacks from state houses as a root cause. But in many instances, DEI leaders were never truly supported in the first place, and performative “PR” activities are rightfully being called into question. What’s really missing? Accountability. Too often organizations roll out training programs and offer up speeches, but ignore higher ups who do not live the company's professed values. They hold brilliant jerks to lower standards, fail to hire people from diverse backgrounds with diverse perspectives, or openly contradict policies and practices that support DEI. Worse they place the burden of all outcomes on the shoulders of one person while failing to back them up in high-level meetings or in spaces where they find themselves a lightning rod. And, in many instances, the heavy foot work is carried out by employees who tackle free committee work on top of their day jobs and in ways that are unsustainable. Not to mention, this free labor can impair their ability to hit regular performance goals and harm their ability to grow their careers. Commitment has to come from the top, and your people will know when its not there. Employees aren’t just watching. They are ready to leave for organizations that do more than talk the talk. And companies like mine are standing by to poach them. #DEI #theinsider

📍 Sometimes, business leaders have GOOD intentions but use the WRONG strategy when it comes to DEI📍 A common problem I often see with clients is the idea that "if I'm underrepresented here, that means I should hire from that group only," and **poof**, problem solved. Research and experience show that this won't fix your problem. Fixing appearances of underrepresentation is simply a bandaid, but making systemic change ensures a lasting inclusive impact. In fact, a strategy focused on symptoms alone might make problems worse. 🔍 Why focus on the system instead? The hiring system is often where big biases start. By looking at and changing this system, we deal with the main issues causing underrepresentation. Focusing on the system lets us put in proactive solutions, making an environment that naturally has more diversity instead of just reacting. A new hiring system makes sure everyone has a fair chance, breaking down barriers for people who are underrepresented. Here are a few signs you may need systemic changes: 🚩 Not many people applying from underrepresented communities 🚩Job descriptions mostly talk about preferred backgrounds instead of skills 🚩 No standard interview assessments for candidates 🚩 Homogeneous panels doing talent interviews Time to shift the focus from fixing symptoms to changing the whole system. #DEI #leadership #InclusiveHiring #inspireinclusion

Target just let go of two execs who were DEI champions. One of them was also their Chief Legal and Compliance Officer. Yes, you read that right. Amy Tu, who had only been at Target for nine months, is out. So is Christina Hennington, their Chief Strategy and Growth Officer and a founding member of Target’s Racial Equity Action and Change (REACH) committee. Both were classified as involuntary terminations without cause. The timing? Suspicious. The message? Loud. Let’s connect the dots. - In January, Target quietly rolled back its DEI programs. - Around that same time, they were facing lawsuits, including one from a white former employee who claimed he was disadvantaged by DEI and ESG policies. - They had already scaled back their Pride displays under political pressure. - Now, the executives who helped shape inclusion, legal strategy, and growth? Gone. All while still claiming values like “diversity,” “respect,” and “ethical standards” in their Code of Ethics, which says: “We champion a diverse, inclusive, and respectful culture because it makes Target a better, stronger team.” So how exactly does this align with those commitments? This isn’t just a DEI issue. This is a compliance and ethics issue. When your Chief Legal and Compliance Officer, who came on board with an eight-figure pay package, is shown the door in the middle of a DEI pullback, that raises big red flags. And not just legal risk. We’re talking brand risk, culture risk, and trust risk. Here’s what walking back your values has already cost them: • Q1 sales dropped 3.8% • Revenue dropped 2.8% • Future forecast cut • Public trust? On shaky ground You can’t say inclusion matters while sidelining the people who lead it. You can’t publish ethics statements and ignore them when things get tough. And you absolutely can’t expect employees or customers to buy the “diversity is our strength” line if your actions say otherwise. If you work in ethics, compliance, DEI, or leadership, take note. This is what a values gap looks like in real time. And it is expensive. https://lnkd.in/exaTJuva #EthicsAndCompliance #DEI #CorporateLeadership #Target #BrandReputation #RiskManagement #CultureMatters #InclusiveLeadership #WhatIntegrityLooksLike