The Future of DEI: Navigating the Backlash
Diversity, Equity, and Inclusion (DEI) work has always required courage, but in today’s climate, it demands even more resilience and clarity of purpose. As political and cultural shifts create new pressures on DEI initiatives, leaders face critical decisions about whether to stay the course or scale back. Recent comments from influential figures, such as Meta’s Mark Zuckerberg and DEI expert Frank Starling, highlight contrasting visions for workplace culture and provide valuable insights on how to move forward.
A Backlash Rooted in Politics and Power
Former President Donald Trump’s criticism of “woke” corporate culture has fueled a growing conservative movement against DEI efforts, with some organisations citing legal and reputational risks as reasons to downsize their initiatives. At the same time, CEOs like Zuckerberg have called for workplaces to embrace more “masculine energy,” describing companies as “culturally neutered” and advocating for a focus on assertiveness and competitiveness.
This rhetoric is not just symbolic—it has translated into real-world actions. Meta recently scaled back its DEI programs, citing a “changing legal and policy landscape.” Meanwhile, Apple has resisted such pressures, reaffirming its commitment to diversity as an essential part of its business strategy. This divergence underscores the question every organisation must grapple with: how can we uphold DEI as a strategic priority amidst external pushback?
What’s Next: Insights from Frank Starling in Sifted this week
Frank Starling, Chief DEI Officer at LIONS, offers a pragmatic and forward-looking perspective. With over a decade of experience, Starling emphasises that challenges are inherent to DEI work, and the current backlash is no different. As he notes:
"We’re seeing companies regressing the commitments they made to DEI during the pandemic due to fear and changing priorities. We just need to focus on the North Star of building an equitable society — and startups are in a unique space to do that and gain from it."
To guide leaders in this uncertain moment, Starling shares actionable advice:
Decouple Headlines from the Work
Don’t let sensationalist headlines or social media narratives deter your efforts. DEI has always evolved to meet new challenges, and this period is no different. Organisations must ask critical questions to strengthen their DEI strategies:Why are we doing this?
How do we embed DEI within our business strategy?
How do we measure its impact?
This introspection can make DEI initiatives more resilient and impactful over time.
Prepare for Macro Shifts
The Sustainable Development Goals (SDGs), endorsed by 193 governments for 2030, will increasingly shape corporate policies. These goals touch on education, equality, and sustainability—issues central to DEI. Organisations must ensure they have the right teams, goals, and policies in place to align with these global priorities.Prioritise Psychological Safety
Amid debates about DEI, it’s crucial not to lose sight of its core driver: psychological safety. When employees feel safe to contribute, ask questions, and innovate, companies thrive. Studies from Accenture and Google reveal a stark gap between leaders’ perceptions of inclusivity and employees’ lived experiences, highlighting an untapped well of talent and creativity.Invest in Inclusive Leadership
Leadership sets the tone for culture. As Starling highlights, being an inclusive leader requires self-awareness, active listening, empathy, and accountability. Tools like Deloitte’s six signature traits of inclusive leadership can help leaders cultivate these qualities, building cultures where DEI isn’t an add-on but a foundation.Execute, Don’t Convince
The business case for DEI is already well-documented, with shifting demographics underscoring its urgency. By 2050, a quarter of the global population will be in Sub-Saharan Africa, and in the U.S., minority groups will become the majority by 2040. Leaders must focus on integrating DEI into business strategy, using data and external expertise to guide their efforts.Adapt to Regulatory Changes: The Worker Protection Act and Beyond
In the UK, regulatory changes like the Worker Protection Act and the Corporate Sustainability Reporting Directive are reshaping the DEI landscape. These measures are creating a stronger focus on proactive prevention, including a legal duty for employers to take reasonable steps to prevent workplace harassment. This shift makes DEI more than a cultural priority—it’s a legal and regulatory necessity.
As Head of Training at Byrne Dean, Ellie Herriot explains:
"The DE&I landscape has looked very different across the globe for many years, with a greater focus on affirmative action in the USA than in the UK and Europe. But new legislation in the UK, like the duty to prevent sexual harassment, and regulatory drivers from the FCA, PRA, and SRA are requiring a more proactive focus in this space. It’s worth noting that the most successful DE&I programmes are integrated, impacting how all employees, particularly managers, act on a day-to-day basis. DE&I, like everything in the workplace, is about human connection—and in an AI-driven world, this is more, not less, important."
These regulations, coupled with rising societal expectations, offer businesses a chance to rethink their strategies, embedding DEI into every layer of their operations and making it a driver of both compliance and competitive advantage.
A Call to Action
The backlash against DEI is not a reason to retreat—it’s a call to recommit. As Starling reminds us, the goal is to build an equitable society, and businesses that embrace this mission will not only withstand the current challenges but emerge stronger and more innovative.
DEI is not just a moral imperative; it’s a business imperative. Leaders who adapt to shifting political, regulatory, and cultural dynamics while staying true to their DEI values will define the workplaces of tomorrow—and thrive in a rapidly changing world.
