DEI is dying

With teams being slashed, corporate commitments being rolled back, social justice organizations being defunded, and the implications of the 2024 U.S. presidential election looming large, the DEI industry as we know it is in decline.

When I was in grad school, I became curious about why the connection between corporate institutions and inclusion felt so weak and unsupported. My curiosity was sparked by a deeply dissatisfying and inauthentic Black History Month celebration at my workplace. The corporate understanding of cultural diversity felt completely disconnected from my lived experience—and from the experiences of my peers from historically marginalized, the very individuals DEI initiatives were supposedly designed to support.

It made me question how DEI had become little more than window dressing, rather than a core strategic pillar. Across its iterations—from a legal obligation to a business case to the current era framing DEI as a moral imperative—the work often feels misaligned. We celebrate flashy programs and initiatives, yet they rarely have impact beyond the silos of employees and practitioners directly impacted by inclusion and culture efforts.

Many of my peers and friends in the DEI space are being let go—or  leaving comfortable internal roles, to search for work that feels more authentic and holistic. They’re navigating burnout and career crises after spending years convincing boards and executives to invest in diverse, inclusive, and equitable cultures that drive sustainable and ethical success. Too often, we’ve swung from hot topics and employee outrage to cold shoulders and the marginalization of DEI teams.

The result? DEI leaders often feel more like dusty trophies on a shelf than valued contributors. We wonder why we fought so hard for what should be common sense solutions. We question how we can continue making an impact as organizations shrink budgets, cut teams, and refocus projects away from inclusion.

Identifying True Commitment in an Era of Backlash

In this era of backlash, we are called to get into community with those who are curious and willing to drive systemic inclusion and equity. Those who want to play a part in extending care, dignity, and equitable opportunity searching for each other as the pendulum swings. How can we identify organizations genuinely committed to true and authentic impact on driving connection, equity, and inclusion? There is a real spectrum of DEI commitments, ranging from those doubling down to those cutting their losses entirely.

The Expanders

Some companies are expanding their efforts despite the backlash. These companies are:

• Investing in DEI: Hiring new roles, increasing investments, deepening their external community partnership, and launching strategic, long-term initiatives.

• Operationalizing Inclusion: Embedding DEI into all aspects of the employee experience—recruitment, talent management, workplace culture, and brand strategy.

• Integrating Accountability: Finding measurable and public ways to hold senior decision makers accountable to real impact and change, not just business related outcomes.

The Waverers

Other companies are wavering. For instance, in February 2024, Zoom laid off its entire DEI team—only to post a position a month later for a Culture and Engagement lead responsible for ERGs and DEI programming. These companies often:

• Downsize Efforts: Retaining junior staff or outsource DEI to external contractors.

• Rebrand DEI: Replacing "DEI" with terms like "Culture," "Employee Experience," or "Well-Being."

• Offer Minimal Commitments: Continuing cultural heritage programming but lack intersectional diversity in leadership, leading to retention issues with diverse talent.

The Retractors

Finally, there are companies abandoning DEI altogether, citing "efficiency" or "business alignment." These companies may:

• Cut Teams Entirely: Eliminating DEI teams and resources, often amid hostile rhetoric against inclusion.

• Homogenize Leadership and Culture: Narrowing and unclear definitions of success (i.e. WFH flexibility, low promotion rates of diverse talent, etc.) results in sameness at the top levels along with workforces that lack diversity, resulting in talent retention issues for top talent.

• Tokenize Efforts: Touting surface-level cultural heritage programs as progress or leaving employees to host their own cultural celebrations

Reimagining DEI

Even as formal DEI roles disappear, we have the power to sustain the work. Impact has often been driven by Chief Diversity Officers, DEI Strategists, and DEI Program Managers amplifying employee voices and translating them into actionable strategies. To avoid reducing DEI to holiday celebrations and cultural awareness months, we must reimagine it as a decentralized movement embedded in every layer of organizational culture.

As I and others transition away from formal DEI roles, I often wonder: How will DEI’s legacy evolve? Knowing that my work would have been impossible without employees equally committed to inclusion, fairness, and care; I see clearly that there are ways to continue to make an impact. Whether or not your title includes DEI, you play a critical role in fostering equity in your workplace.

DEI might die, but dignity, thoughtfulness, learning, and fairness don’t have to. As we decentralize the work of DEI professionals, we have an opportunity to build workplaces, teams, and communities rooted in care and humanity.

An Invitation

If DEI has been deprioritized at your organization, I’d love to hear from you. How do you plan to continue the work?

As I leave my full-time role in DEI to prioritizing coaching and consulting, I’m partnering with clients who want to imagine beyond the backlash and build workplaces rooted in equity and care. If your current or former organization has deprioritized DEI, I'd love to hear from you. How are you continuing the work? Let’s reimagine what’s possible. ✨