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Advocates of DEI (Diversity Equity & Inclusion) are struggling to navigate DEI’s changing landscape. The Supreme Court’s decision to end Affirmative Action and strip away LGBTQIA+ rights has left many of us feeling vulnerable and confused. Anti-DEI sentiment and legislation are gaining traction. We have seen multiple companies make the decision to reduce their investment in DEI. A recent Forbes article asked the question, “Is DEI Officially Dead”.

DEI is not dead, but it must continue to evolve. As HR professionals or DEI advocates, we know there is much work to be done. Thomas Fuller said, “It is aways darkest before the dawn.” As I think about pivotal moments throughout history and the commitments people like you and I had to make to create change, we know the work is not easy, but someone must do it.

There are many myths about DEI, but the goal is in the name Diversity, Equity, & Inclusion. It is about creating an equitable environment where people feel like they can be their authentic selves. Evolving DEI takes people like you and I who are willing to advocate, challenge the status quo and seek to create a more culturally competent society.

To continue to progress this body of work we are going to have to lean on the 3 Ps (Purpose, Persistence, and Patience).

Purpose

Changing the world is an ambitious goal; but it takes specificity. Start with the end in mind. What does success/progress look like? Think about what you can influence or change.

• Review your policies and processes to determine if any create disparate impact or have concerning outputs

- What story is your data telling you

• Lean into the areas you are authentically passionate about

“To continue to progress this body of work we are going to have to lean on the 3 Ps (Purpose, Persistence, and Patience).”

• Identify 1-2 things to focus on each year

- More if you have the resources or followership

Persistence

Help people understand why DEI is important. Make it personal and relatable. People are busy, help them understand why they should care and how they can support the work.

• Become more transparent with data, identify the broader context, help people understand the opportunity

• Identify influencers in your organization and arm them with data and/or talking points

• Listen to people and meet them where they are at (when possible)

• Do not make assumptions, seek to understand resistance

Patience

Change takes time. Creating equity and inclusion for all sounds simple, but if it was easy previous generations would have addressed all concerns. It is difficult because it often challenges the very core of our belief system. Creating a mindset shift typically takes some time and multiple data points

• Create a plan, collaborate, revise and repeat

• Celebrate the wins to show the progress

• Be resourceful, there are a lot of free resources and like-minded people that can help

• Learn from the experience of others and your failures

- Its ok to fail, fail fast, learn then move forward

This is a moment in time when we get to decide our role in creating equitable solutions for everyone. Change takes resiliency, it is not easy, do not give up the fight before we win the battle. We could bury our head in the sand and wait for things to get better or we can work together to create a brighter tomorrow. Yes, we must tread intentionally and carefully. We should make collaborative risk-based decisions on the path forward. Previous generations fought for the rights and liberties that many of us take for granted. We owe it to future generations to evolve DEI and continue the fight. Define your purpose, be persistent and have patience. Change takes time.