It’s no secret that the US government has increased its anti-DEI bills in the last few years. But with those bills reaching the level of executive order under Donald Trump, the attacks on DEI have reached an all-time high. These threats—and actions—have left many organizations scrambling to respond and continue their operations. Others have been left stunned into inaction, with each day bringing unclear guidelines for funding.
In case you’re still unsure which way to go to continue your diversity, equity and inclusion work, consider these three options.
Give in.
Hopefully, you should know that I would never recommend giving up your commitments to DEI. Sadly, however, this has been the approach of many organizations. Rather than fight back against federal funding, potential surveillance and criticism, leaders across industries have given up before the attack. For the sake of your organization, teams, communities and mission, do not take this route.
Double-down.
If your organization is in a financial position to maintain its operations without federal funding and scrutiny, this approach is for you. Doubling down allows you to not only remain committed to your diversity, equity and inclusion efforts, but to recommit with even more vigor and focus. Doubling down may mean reintroducing key concepts and, more importantly, being vocal and transparent about the long-ranging benefits of DEI work.
And if you need a healthy reminder that you’re not alone, check out these organizations that have upheld their DEI values and their corresponding business case.
Get clever.
This strategy requires you to expand the language you use to communicate about your DEI initiatives, programs and processes. As a Seattle native, I can tell you in ten different ways that I am from Seattle without uttering those exact words (see: Birkenstocks, farmer’s markets, grunge music, Grey’s Anatomy, etc.). By using different language and focusing on universally shared values as starting points for building trust and connection, you can still remain committed to the mission of DEI. Thankfully, there is a resource available for rebranding your DEI, complete with an exhaustive list of synonyms for words flagged in NSF and NIH grant proposals.
Whichever route you choose, make sure it’s informed and takes into account the longevity of your teams and impact. Remember, the work of DEI has gone under many names throughout our country’s history. This moment will be one of many. Be well.
About the author
Zahida Sherman is the Founder and CEO of Z Crown Consulting, the inaugural Director of Culture & Belonging at the Southern California Institute of Architecture, and a Lecturer in Antiracism at the David Geffen School of Drama at Yale University. She holds a master’s in African history from Northwestern University, and a bachelor’s from Ithaca College, with majors in Africana Studies and anthropology. Zahida has written about culture and wellness in Globe & Mail, Bustle, Healthline, and Well and Good, among others. You can follow her on LinkedIn and Instagram.
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