While some companies quietly scale back their Diversity, Equity, and Inclusion programs under the weight of shifting political tides or economic pressure, others are moving in the opposite direction—investing more, not less. In today’s volatile climate, doubling down on DEI isn’t just a values-driven decision; it’s a strategic one. In this article, leaders weigh in on why meaningful DEI efforts remain essential—not optional—for building resilient, future-ready workplaces.
Diversity Drives Innovation and Competitive Edge
Something is brewing in corporate America, and it’s more complex than most leaders realize. Take Target; it’s a perfect case study of what happens when anti-DEI strategies go awry. Their recent struggles aren’t just about merchandise; they’re about fundamental misunderstandings of workplace dynamics.
But here’s the twist: diversity isn’t a cost. It’s an investment.
Companies like Delta and Costco understand this. They’re not just checking boxes; they’re building ecosystems where different perspectives create competitive edges. Shareholders are noticing, too. Look at Apple, Levi’s, and Disney, where investors are actively voting against anti-DEI proposals. That’s not activism. That’s smart business strategy.
The numbers tell a compelling story. Gallup research shows engagement isn’t about perks or salaries. It’s about belonging. When employees feel truly seen, they don’t just work; they innovate. They transform.
In today’s talent landscape, diversity isn’t optional. It’s survival. The talent shortage isn’t coming; it’s here. What will happen to companies that can’t attract diverse talent? They’ll become footnotes in business history.
This situation isn’t theoretical. This is happening right now. Shareholders understand what many executives still don’t: Inclusion drives performance. It creates resilience. It generates value that goes far beyond quarterly reports.
The future doesn’t belong to the most traditional companies. It belongs to those brave enough to reimagine what talent, teamwork, and success really look like.
Vivian Acquah CDE, Certified Diversity Executive, Amplify DEI
Showcase MultiLingual Staff for Inclusive Service
As the CEO of an award-winning, woman-owned legal practice, I stand proud in advocating for the prioritization of diversity, equity, and inclusion in every facet of business operations. These principles are not mere buzzwords; they are the bedrock upon which successful and sustainable organizations are built. A beneficial and diverse initiative that we wholeheartedly encourage other business owners to adopt is the strategic showcasing of Spanish-speaking staff to effectively and efficiently serve the Spanish-speaking community. By doing so, businesses signal a profound commitment to being inclusive and proactively addressing the burgeoning demand for tailored services within this increasingly significant demographic.
The demographic landscape of the United States is undergoing a profound transformation. With the U.S. Hispanic population approaching 19% and projections indicating continued growth, the imperative for bilingual professionals has transcended mere desirability and become an absolute strategic necessity. Ensuring that Spanish-speaking clients can engage with legal experts in their native language fosters an environment of trust and comfort, particularly crucial during the inherently stressful circumstances often associated with legal matters. By resolutely enforcing, implementing, and actively employing Spanish-speaking staff, businesses can dismantle this formidable barrier, effectively guaranteeing equal access, diversity, and genuine inclusion for all clients seeking quality legal representation.
This initiative is not simply a reactive measure; it represents a steadfast reaffirmation of a long-standing commitment to the foundational principles of diversity and inclusion. This intentional expansion of linguistic capabilities allows for the delivery of specialized and culturally sensitive services to the Hispanic community across a wide array of critical legal domains, including immigration law, family law, personal injury cases, and corporate matters. A nuanced understanding of the rich cultural context that informs the experiences of Spanish-speaking clients profoundly enhances an organization’s ability to craft and execute tailored legal strategies that are both effective and empathetic. This, we believe, should be a fundamental, nonnegotiable aspect of business standards for any company genuinely committed to serving its community.
Gohar Abelian, Attorney/CEO, Abelian Law Firm
Diverse Leadership Improves Decision-Making and Resilience
We are witnessing an imperceptible unraveling in the upper ranks of corporate America. The once forceful push for boardroom and executive diversity is no longer gaining ground. According to recent reporting from Axios, the number of women, LGBTQ+ individuals, and professionals of color being considered for top leadership roles is declining, even as companies continue to issue the same polished statements about their commitment to diversity, equity, and inclusion. Public promises remain unchanged, yet private priorities are quietly shifting.
Scaling back on making employees and clients feel included and like they belong is a reputational risk that people-centered leaders should not gamble to take. Diversity brings different perspectives that improve decision-making, uncover risks, and identify opportunities others may miss. In today’s chaotic environment, companies need leaders who understand a range of communities, experiences, and markets.
A diversified inclusion strategy from the top down changes how decisions get made. It introduces resistance to groupthink and insists on better questions; questions that challenge assumptions, dissect risks, and pressure-test solutions. Homogeneous leadership and boards tend to reward alignment and cohesion, but they often miss what they aren’t trained to see. Diverse teams bring lived experiences and mental models that don’t sit neatly within the norm. This makes organizations more capable of handling ambiguity and leading through uncertainty while continuing to maintain engagement and loyalty from their customers and clients.
Dr. Erkeda DeRouen, CEO, Digital Risk Compliance Solutions LLC
DEI Strengthens Risk Resilience and Brand Trust
One compelling reason to double down on DEI today is risk resilience. In a climate where reputational, legal, and social expectations are shifting rapidly, organizations that treat DEI as peripheral—not foundational—are exposing themselves to unnecessary risk.
I’ve observed this firsthand: when DEI is deprioritized, it doesn’t just impact morale. It affects how your brand is perceived, how talent evaluates your leadership, and how vulnerable you become to legal scrutiny. Regulatory bodies, courts, and advocacy groups are not stepping back. In fact, they’re increasingly scrutinizing performative or regressive corporate behavior, especially when tied to equity, governance, or social responsibility.
The most forward-looking companies I’ve worked with don’t see DEI as just a hiring metric. They treat it as part of their core governance model, risk framework, and leadership accountability system. That mindset doesn’t just protect brand trust—it builds it.
In today’s climate, doubling down on DEI isn’t just relevant. It’s risk-smart, strategy-smart, and essential to building resilient organizations people actually believe in.
Michael Ferrara, Information Technology Specialist, Conceptual Technology
Attract Overlooked Talent by Doubling Down
We’ve always talked about Balance and Belonging instead of DEI, but it’s the same work with different words. Doubling down on these efforts, especially in this climate, is business-critical.
I used to work at companies that looked diverse on paper but were completely homogeneous in thinking. They had the same backgrounds, approaches, and blind spots. We’d sit in meetings congratulating ourselves on our “great culture” while making decisions that only worked for people exactly like us. I cringe thinking back.
The compelling reason to double down is that your competition for talent just got easier.
While other companies are scaling back or getting spooked by political rhetoric, there’s a massive opportunity to attract incredible people who’ve been overlooked or undervalued elsewhere. Historically, we’ve hired some of our best team members from companies that retreated from these commitments or had toxic cultures.
We also know that statistically, diverse teams make better decisions. When you have people who approach problems differently, who’ve had different life experiences, who process information in different ways, you catch mistakes before they become expensive. You spot opportunities others miss. You build products that work for more people. I think about all the AI tools clearly not designed by diverse teams that don’t work, like those automatic soap dispensers that only recognize light skin. That’s what happens when you don’t have diversity in your engineering team.
The companies that are doubling down aren’t doing it because it’s trendy. They’re doing it because they’ve seen the results. Different perspectives lead to better outcomes, period.
Call it DEI, call it Balance and Belonging, call it whatever makes you comfortable. Just make sure your team actually reflects the world around you. If you don’t, your competitors will. (Although, really, you should do it because it’s the right thing to do.)
Amy Spurling, CEO/Founder, Compt
Diverse Teams Fuel Innovation
I view diversity, equity, and inclusion not as a moral add-on, but as an operational imperative—especially in today’s climate. The most compelling reason to double down on DEI is that it directly fuels innovation and resilience, both of which are critical in our industry’s race toward digital transformation and personalized care.
In healthcare IT, we develop systems meant to serve highly diverse populations. If the people building those tools don’t reflect the lived experiences of those they’re meant for, we risk reinforcing biases, excluding voices, or worse—causing harm. I’ve seen firsthand how teams with diverse perspectives produce smarter algorithms, more culturally competent patient engagement strategies, and stronger problem-solving under pressure.
Embedding DEI in hiring and team structuring led to better accessibility design in one of our telehealth platforms, helping reach non-English-speaking and rural patients with higher engagement and lower attrition.
Pulling back DEI now, especially when technology is evolving so rapidly, would be a step backward. The organizations that will thrive are those that make DEI intrinsic, not optional, to how they operate, build, and serve. In a world where trust, reach, and relevance are everything, inclusion is the only sustainable strategy.
Riken Shah, Founder & CEO, OSP Labs
DEI Builds Inclusive Cultures for Long-Term Success
Organizations cannot afford to ignore the realities of a rapidly diversifying workforce and consumer base. The demographic makeup of the United States is shifting, and with that comes a growing expectation for workplaces to reflect the values, identities, and lived experiences of the people they employ and serve. DEI is not a side initiative—it is a business imperative.
What many companies fail to realize is that the rollback of DEI does not exist in a vacuum. It sends a clear message about whose voices are valued, whose identities are protected, and whose growth is prioritized. And in a labor market where talent is more discerning than ever, that message matters. Younger generations (Gen Z in particular) are actively seeking out companies that align with their social values. They are paying attention not just to what companies say, but to what they do.
DEI done well is not performative. It is not about corporate virtue-signaling. It is about building systems that mitigate bias, foster belonging, and ensure everyone has a fair shot at success. That is good for morale, innovation, retention, and reputation. It is also just the right thing to do.
Choosing to double down on DEI is a choice to lead with integrity, to invest in long-term sustainability, and to recognize that inclusive cultures do not emerge by accident—they are built with intention.
Daniel Oppong, Founder & Lead Consultant, The Courage Collective
Neurodiversity Shapes the Future Workforce Landscape
Diversity is a fact, whether organizations (or the government) choose to acknowledge, embrace, and leverage its advantages or not.
I’ll use as an example the aspect I focus on in my work—neurodiversity, or variations in the way our brains and nervous systems are wired and function.
- 53% of Gen Z identify as neurodivergent.
- 62% of millennials identify as neurodivergent.
- Experts predict this could reach 70% or higher with Gen Alpha.
By 2030—five years from now—these three generations are projected to make up 75–80% of the workforce. They tend to be much less hesitant to ask for what they want and need than many of their older colleagues.
Companies that don’t make an effort to cultivate a neuroinclusive environment will soon find themselves unable to attract some of the best and brightest talent, who will actively search out more welcoming and flexible workplaces.
Successful organizations understand that policies, approaches, and systems that benefit neurodivergent employees actually benefit everyone. Given all the research and data on diverse teams generally outperforming homogeneous teams in innovation, productivity, and effective problem-solving and decision-making, doubling down on DEI clearly benefits everyone as well.
Rachel Radway, Executive & leadership coach, facilitator, speaker, author, RER Coaching
No comments