Consequences of Eliminating DEI Programs

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.

🚨 Beware of Performative DEI Leadership 🚨 After May 2020, when George Floyd was murdered and the footage went viral, we saw a surge of people adopting titles in Diversity, Equity, and Inclusion (DEI). Many jumped on the trend without doing the real work—without understanding the deep systemic issues, without studying the history, without engaging in the communities they claimed to serve. Now, in 2025, we are seeing the consequences. Companies are backtracking, DEI roles are being eliminated, and employees—especially those from underrepresented backgrounds—are experiencing more harm than help. Why? Because performative leadership is dangerous. 🔍 Real DEI leaders: ✅ Have done the work long before 2020. ✅ Continue to educate themselves daily. ✅ Understand that DEI is about systemic change, not optics. ✅ Measure impact beyond surface-level initiatives. 📉 The Data Doesn’t Lie: • In 2020, corporate America pledged $50 billion toward racial equity efforts—by 2023, only 7% of that was actually spent on real initiatives. • A 2023 report found that over 30% of DEI roles were cut as companies faced economic downturns, exposing the lack of real commitment. • Employee trust in corporate DEI efforts dropped from 52% in 2021 to 38% in 2023, according to a McKinsey study. So, what qualifies someone to do this work? Not just their race! Not just a title. Real DEI leaders are those who have spent years—decades—understanding organizational change, challenging bias, and advocating for equity when it was neither trendy nor profitable. If you’re in DEI, ask yourself: Are you truly building lasting change, or were you just handed a title? Argue with yo momma! But facts are facts. #DEI #Leadership #RealWork #NotJustATitle #DoTheWork #MrsKeshSpeaks

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