DEI Isn’t Going Anywhere: Why Practitioners Are Doing More Despite Backlash

In June of 2024, two identical bills called the Dismantle DEI Act of 2024, spearheaded by Vice President-Elect J.D. Vance and Congressman Michael Cloud, were introduced with the goal of completely eliminating federal DEI programs and ending funding for said programs. The bills are part of a long laundry list of attempts to completely dismantle DEI since the industry experienced a boom following the murder of George Floyd. Amidst the DEI backlash, equity-related efforts like affirmative action and programs providing financial support and resources to those from historically excluded and marginalized populations, have drawn public ire and have been targeted by the DEI opposition. In addition, many DEI practitioners have reported a decline in corporate interest for DEI initiatives and programs. On the surface, one could conclude that the DEI opposition is winning at their attempts to kill DEI, but is that really the case?

To explore how DEI practitioners are navigating the current backlash, a poll was posted in November of 2024 on LinkedIn. The poll posed this question to DEI practitioners: “with the current iteration of DEI backlash, how will you be navigating workplace DEI moving forward?” Respondents were asked to pick between four different choices. Of the 533 responses received over the course of one week, 47% of respondents indicated that they would be doing more DEI while only 3% said they would be cutting back their DEI efforts. 33% of respondents revealed they were keeping their DEI efforts the same and 17% said they would still focus on DEI but were planning on doing so discretely.

The poll results provide a useful snapshot of how many practitioners are approaching DEI in 2025—many remain optimistic and unfazed by the backlash. Julie Kratz, a DEI practitioner and LinkedIn Top Voice shared in response to the poll, “our work is still going strong, less requests for DEI, more requests for specific DEI content like allyship, inclusive leadership, and psychological safety.” Loris Nadene Adams, who serves as the head of DEI and ethical leadership, shared that her approach will be a combination of doing DEI discretely and doing more DEI. Adams explained in comment underneath the poll, “there are places where I will hide the vegetables in the mac and cheese, and other places I will shout it from the mountain tops, but this has always been my approach. The work is nuanced and contextual. I’ve been around long enough to know this is the history that some deem untrue repeating itself.”

Inayah Safiyah is a certified professional resume writer who does DEI work in educational leadership. Safiyah shared “I will continue to do the work that I do but also prioritize my other transferable skills so that I have other opportunities.” Dr. Maria D. Krol, a professor and chairperson within a school of nursing shared that within the university she works, they are engaging in multiple initiatives to ensure equity. Krol shared “we have our own DEI committee. So many things in the pipeline. As nurses we can’t afford to graduate students who aren’t going to be prepared to deliver equitable healthcare and decrease the health disparities.”

The field of DEI faces several challenges ahead. Budget cuts within organizations and institutions means that DEI programs and teams are the first on the chopping block. Increasing anti-DEI legislation within conservative states is also another barrier facing the field. The public misunderstanding and propaganda by the opposition means that DEI, much like critical race theory and woke have been hijacked and weaponized, becoming a racial dog whistle, much to the detriment of those in the field. This current version of DEI must die for a metamorphosis to take place.

The backlash that the field is currently undergoing will lead to more growth, innovation and creativity from practitioners who must strategize how to overcome the current obstacles. Make no mistake: DEI will never really die—the necessity to create environments that are safe, fair, and free from harm is a need that will never go away. The days of performative DEI efforts, however, are dying. Those who are leading the newest iteration of this work remain determined and undeterred by the backlash, understanding that progress is a long game. To quote the late great Nipsey Hussle, DEI practitioners must always remember that the [DEI] marathon continues.

This article was originally published in Forbes.

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