Consequences of DEI Rollbacks

Recently, I've been reflecting on the troubling trend of companies removing 'equity' from their DEI initiatives, a move now endorsed by the SHRM. This shift is particularly harmful to the disability community. Equity ensures that everyone has what they need to succeed. For disabled employees, this might mean accessible workplaces, assistive technology, or flexible work arrangements. SHRM's decision to drop 'equity' from its strategy undermines these critical supports. The Wall Street Journal's Ray Smith reports the organization is "moving away from equity language to ensure no group of workers appears to get preferential treatment." However, this perspective ignores the unique barriers faced by the disability community and other marginalized groups. Removing equity from DEI efforts sends a concerning message: that the specific needs of marginalized groups are less important. This is not just a theoretical issue; it's a tangible setback. A recent piece by Bloomberg's Khorri A. Atkinson explored the impact on colleges and universities that have already begun eliminating hundreds of DEI-related jobs, impacting support for historically marginalized students. In the workplace, this trend could mean fewer accommodations and less understanding of the unique challenges faced by disabled employees. Moving through the world with various disabilities, I’ve experienced firsthand the difference that equitable policies make. Equity isn't about giving some people an unfair advantage; it's about leveling the playing field. Without it, disabled employees like myself are left at a significant disadvantage. We need to recognize that inclusion without equity is incomplete. Equity should be uncontroversial. It just means equality of opportunity. “Who are the people that find 'equity' confusing?" Deb Muller, the CEO of HR Acuity, told Axios’s Emily Peck. This is why the removal of 'equity' is so alarming—it risks undoing years of progress and harms those who rely on these measures the most. I urge my fellow advocates and allies to speak out against this shift. It's crucial that we maintain a holistic approach to DEI that includes equity. We need to push for policies that recognize and address the diverse needs of all employees. What are your thoughts on SHRM's decision to drop 'equity' from their DEI strategy? How do you think this will impact the disability community and other marginalized groups? #DisabilityAdvocacy #InclusionMatters #EquityInDEI #DEI #Accessibility #DiversityAndInclusion #EquityForAll #DisabilityRights #DisabilityPrideMonth #InclusiveWorkplaces #Advocacy

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

Disclaimer: ChatGPT drafted this post from my stream of consciousness, voice-to-text rant. Because even non-AGI AI gets this. 🤦♀️ ————— The rollback of DEI is being framed as a return to “merit.” Because, obviously, the most qualified people for every leadership role just happen to share the same background, go to the same schools, and think the same way. Total coincidence. But let’s talk about what actually happens when diversity gets cut: 1. Marketing gets weird. Without diverse voices in the room, we end up with men designing tampon ads and billion-dollar brands launching “feminine” pens like we’ve all been struggling with regular ones. 2. Product design flops. Crash test dummies based only on men’s bodies? AI that fails on non-white faces? Voice assistants that ignore anyone with an accent? Turns out, designing for everyone requires… including everyone. 3. Strategy gets shortsighted. If your leadership team all shares the same perspective, congratulations—you’ve created an echo chamber. Fantastic for avoiding conflict, terrible for spotting blind spots. 4. PR disasters multiply. Every time a company releases a tone-deaf ad or a culturally clueless product, a more diverse team somewhere is saying, We could have told you that. But sure, let’s call it “merit” instead of listening. 5. Business gets less competitive. Companies that embrace diversity aren’t just being nice—they’re outperforming the ones that don’t. Like you know, Costco. Diverse teams make better decisions, reach broader markets, and (wild concept) understand more customers. 6. Innovation slows down. When everyone in the room thinks the same way, guess what? They also miss the same opportunities. You can’t break new ground when your entire team has the same map. So if the goal is actually excellence, then cutting diversity efforts doesn’t get you there. It just makes sure the same handful of people stay comfortable while everyone else works twice as hard to be “qualified.” If you want real merit, start by making sure you’re not just hiring people who remind you of yourself.

A lot of people are, understandably, angry about DEI being rolled back... I joined a call last week put on by SHRM with employment lawyers who shared their interpretations of Trump's Executive Orders that have taken aim at DEI and what it means for workplace compliance. It honestly kind of blew my mind, but it explains why companies (Target, Google, etc., for example) are being so quick to roll back their DEI efforts... and it is something I don't think many people understand (I didn't!). Trump's Executive Order 14173 titled “𝐄𝐧𝐝𝐢𝐧𝐠 𝐈𝐥𝐥𝐞𝐠𝐚𝐥 𝐃𝐢𝐬𝐜𝐫𝐢𝐦𝐢𝐧𝐚𝐭𝐢𝐨𝐧 𝐚𝐧𝐝 𝐑𝐞𝐬𝐭𝐨𝐫𝐢𝐧𝐠 𝐌𝐞𝐫𝐢𝐭-𝐁𝐚𝐬𝐞𝐝 𝐎𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐲”  🛑 Revokes the enforcement of affirmative action for federal contractors, which has been in place since 1965 (the year Malcolm X was assassinated and the Voting Rights Act was put in place by LBJ). 🛑 Federal agencies must eliminate ALL DEI practices. This applies to hiring, contracting, and internal programs. Federal contractors and grant recipients must also now certify that they are not running DEI programs that could be seen as "preferential." 🛑 In an Orwellian turn of events, employees or whistleblowers can report perceived violations, and they may be financially rewarded if a company is found to still be engaging in DEI efforts. 🛑 𝐇𝐞𝐫𝐞'𝐬 𝐭𝐡𝐞 𝐤𝐢𝐜𝐤𝐞𝐫: The EO also puts pressure on the private sector to drop DEI efforts as well. The Attorney General is now required to develop a plan to “target” companies that engage in DEI practices. 𝐓𝐡𝐞 𝐆𝐨𝐯𝐞𝐫𝐧𝐦𝐞𝐧𝐭 𝐈𝐬 𝐂𝐨𝐦𝐢𝐧𝐠 𝐟𝐨𝐫 𝐋𝐚𝐫𝐠𝐞 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬 𝐅𝐢𝐫𝐬𝐭 Directly from the EO: "As a part of this plan, each agency shall identify up to nine potential civil compliance investigations of publicly traded corporations, large non-profit corporations or associations, foundations with assets of 500 million dollars or more, state and local bar and medical associations, and institutions of higher education with endowments over 1 billion dollars." A 120-day plan will outline litigation and enforcement actions against private-sector DEI initiatives. I want to thank SHRM and particularly Camille Olson of Seyfarth Shaw LLP for her illuminating presentation. Note that her presentation was straightforward. The opinions included above are my own.  

𝗜 𝗗𝗶𝗱𝗻’𝘁 𝗡𝗲𝗲𝗱 𝗗𝗘𝗜 𝘁𝗼 𝗕𝗲 𝗤𝘂𝗮𝗹𝗶𝗳𝗶𝗲𝗱. 𝗜 𝗡𝗲𝗲𝗱𝗲𝗱 𝗗𝗘𝗜 𝘁𝗼 𝗕𝗲 𝗦𝗘𝗘𝗡. I’ve heard it whispered in boardrooms. I’ve seen it scribbled in the comment sections. I’ve watched people roll their eyes when someone like me takes the mic. 🗣️ S𝘩𝘦’𝘴 𝘰𝘯𝘭𝘺 𝘩𝘦𝘳𝘦 𝘣𝘦𝘤𝘢𝘶𝘴𝘦 𝘰𝘧 𝘋𝘌𝘐. Let’s talk about it. 𝗜 𝗗𝗶𝗱𝗻’𝘁 𝗡𝗲𝗲𝗱 𝗗𝗘𝗜 𝘁𝗼 𝗕𝗲 𝗤𝘂𝗮𝗹𝗶𝗳𝗶𝗲𝗱. 𝗜 𝗡𝗲𝗲𝗱𝗲𝗱 𝗗𝗘𝗜 𝘁𝗼 𝗕𝗲 𝗦𝗘𝗘𝗡. Not because I lacked the credentials. Not because I didn’t put in the work. Not because I was handed an opportunity I didn’t earn. But because at one point in time, the only people getting hired, promoted, or given the mic didn’t look like me. And let’s be clear—DEI isn’t just about Black folks. It’s not just about Latinos, Indigenous people, or any one demographic. DEI includes: ✔️ White women who were once shut out of leadership roles. ✔️ Disabled professionals fighting for workplace access. ✔️ LGBTQ+ individuals navigating bias in hiring. ✔️ Older employees facing age discrimination. ✔️ Veterans transitioning into the civilian workforce. Yet, when people scream “DEI hires are ruining everything,” What they’re really saying is: “We miss when the room looked exactly the same.” Because let’s keep it real—white women are the biggest beneficiaries of DEI policies. And yet, when politicians and corporations gut DEI programs, they don’t just hurt Black and Brown professionals—they hurt everybody. 𝗧𝗵𝗲 𝗣𝗼𝗹𝗶𝘁𝗶𝗰𝗮𝗹 𝗖𝗹𝗶𝗺𝗮𝘁𝗲: 𝗪𝗵𝗼 𝗥𝗲𝗮𝗹𝗹𝘆 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀 𝗳𝗿𝗼𝗺 𝗞𝗶𝗹𝗹𝗶𝗻𝗴 𝗗𝗘𝗜? Right now, the U.S. is seeing a full-scale attack on DEI. ⚠️ Florida, Texas, and other states have passed laws banning DEI programs in universities and workplaces. ⚠️ Corporations are rolling back DEI initiatives out of “fear” of political backlash. ⚠️ The Supreme Court overturned affirmative action in higher education, and businesses are next on the chopping block. Meanwhile, the same people screaming “DEI hires are taking over!” are perfectly fine with nepotism, old boys' clubs, and hiring based on “culture fit” (aka, people who look, think, and act like them). The irony? The same folks who bash DEI rarely question how white men continue to dominate C-Suites, venture capital, and boardrooms. Nobody asks them: 𝘈𝘳𝘦 𝘺𝘰𝘶 𝘴𝘶𝘳𝘦 𝘺𝘰𝘶 𝘸𝘦𝘳𝘦𝘯’𝘵 𝘢 𝘕𝘌𝘗𝘖𝘛𝘐𝘚𝘔 𝘩𝘪𝘳𝘦? 𝘋𝘪𝘥 𝘺𝘰𝘶 𝘨𝘦𝘵 𝘵𝘩𝘢𝘵 𝘱𝘳𝘰𝘮𝘰𝘵𝘪𝘰𝘯 𝘫𝘶𝘴𝘵 𝘣𝘦𝘤𝘢𝘶𝘴𝘦 𝘺𝘰𝘶 𝘧𝘪𝘵 𝘵𝘩𝘦 𝘮𝘰𝘭𝘥? Nope. That kind of questioning is reserved for people like me. If you’re still out here crying about “DEI hires,” ask yourself: 🚨 Are you mad at DEI, or are you mad that the playing field is finally leveling? 🚨 Are you mad about “unqualified” hires, or are you mad that the default no longer centers you? Because if you only believe in merit when it benefits certain people… You never really believed in merit to begin with. 𝗧𝗵𝗼𝘂𝗴𝗵𝘁𝘀? 𝗟𝗲𝘁’𝘀 𝗱𝗶𝘀𝗰𝘂𝘀𝘀. 𝗗𝗿𝗼𝗽 𝗮 𝗰𝗼𝗺𝗺𝗲𝗻𝘁. #DEI #DEIB

You might be tired about reading about "DEI" but the rollback or watering down is having significant impacts internally and externally. Remember all the DEI commitments companies made back in 2020? For the past few years, I’ve asked the same question: Where is that work now? Across industries, we are seeing DEI initiatives are being rolled back, deprioritized, or quietly rebranded. Whether it’s restructuring, title changes, or programs being pushed out of the spotlight, the momentum we saw over the past few years is at a standstill. We’re watching organizations slash programs aimed at women’s advancement, employee resource groups, and other critical development efforts that also supports their customers. But we know the work must continue. Creating the right company culture not only fosters engagement among employees (in a very disconnected world), but builds a brand that customers want to support. Companies need to find ways to make employees feel involved, included and seen. The shift happening right now is interesting. Some leaders are staying in their roles, but now under titles like “Head of Inclusion,” “Chief Engagement or Culture Officer,” or “Employee Experience Lead.” These titles don't necessarily matter, as long as the work gets done. My question to senior leaders is this: What is the work you believe still needs to be done? And how are you ensuring it actually happens as it relates to your people and your customers? If the goal is long-term talent retention, innovation, and growth, cutting investment is shortsighted. Most programs, and the people who built them, were not focused on optics, they were (and still are) about improving performance, collaboration, and engagement at every level of the organization. Externally they were/are about driving access for customers that sit in underrepresented communities. And this is not just about race or gender but all types of representation. We must think about the long game, and the bottom line. In order to avoid turnover and retain top talent, you must keep employees engaged and fuel a robust talent pipeline. That same principle applies to your customers. People want to buy from brands and leaders they believe in. Just like your people, they can always go somewhere else. Cutting back these programs is very short sighted, whether people want to use the DEI terminology or not. These programs were originally created to foster engagement, create access and collaboration, along with innovation. And when you invest in those areas, it’s an investment in the bottom line, both internally and externally.

Big News! My OpEd was just published in TIME! 📰✨ For 25 years, I hid my disability—exhausting myself to appear “normal,” avoiding conversations, and constantly managing how I was perceived. But here’s the truth: I wasn’t the only one hiding. Millions of employees mask parts of themselves every day—whether it’s a disability, identity, or a part of themselves they worry won’t be accepted—fearing judgment or rejection. And now, with DEI rollbacks accelerating (11% of companies plan to cut these programs by 2025), the pressure to conform is only growing. This isn’t just about diversity. It’s about performance, innovation, and the future of work. When employees hide, companies lose. Engagement drops. Retention plummets. Creativity suffers. So what’s the solution? Leaders must go first. In TIME, I share three steps to create cultures where people feel safe to show up fully and thrive: • Recognize Silence – Hidden voices mean hidden potential. If employees aren’t speaking up, it’s a sign of broken trust. • Be Vulnerable – Want an engaged team? Start by modeling openness yourself. When leaders unhide, teams follow. • Create Psychological Safety – The best ideas come from people who aren’t afraid to be seen. Build an environment where risks are encouraged, and honesty is rewarded. 🔦 We can’t afford to let hiding take over our workplaces. Imagine if every employee felt safe to unhide—what would be possible? What’s one small shift you can make to create a workplace where people show up fully? Read the full piece: 3 Steps Leaders Should Take in Face of DEI Rollbacks [Link in comments below] Let’s keep the conversation going. Drop your thoughts below! #Unhiding #Leadership #DEI #PsychologicalSafety #Belonging #TimeMagazine #UnhideAndSeek #Connection [ID: Screenshot of Time article: Words: Mar 4, 2025 11:02 AM ET 3 Steps Leaders Should Take in the Face of DEI Rollbacks Ideas|Society by Ruth Rathblott TEDx and keynote speaker, bestselling author, and former nonprofit CEO Getty Image Graphic of 7 people sitting around a table with map of the world]

📉 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.

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

Disabled workers made significant employment gains during the pandemic thanks to remote work expansion and tight labor markets, However, this progress is now being reversed under the current administration, which has dismantled diversity, equity, and inclusion programs, cut federal staffing (including those who manage workplace accommodations), and targeted DEI initiatives as “illegal discrimination.” These rollbacks are pushing Disabled people out of the workforce, worsening economic inequality. Despite evidence showing that companies with strong disability inclusion outperform their peers financially, many U.S. companies have started quietly removing DEI references from their policies under political pressure. In this Financial Times article by Taylor Nicole Rogers, Diego Mariscal and I mention what many of us already know, that investing in Disabled workers is both morally and economically smart. Maintaining inclusive practices is crucial for meeting labor needs and retaining valuable talent. Article and image descriptions in comments #DisabilityRights