The recent rise in anti-DEI rhetoric has many concerned about the future of diversity, equity, and inclusion (DEI).[i] False and inaccurate narratives about DEI efforts are on the rise, ongoing legal challenges and skepticism about existing frameworks are making headlines, and companies are rethinking their DEI and talent strategies.[ii] Meanwhile, in the wake of new global conflicts, post-election policy shifts, and rising political polarization, the scope of the work is constantly being pressure tested.[iii]
Navigating the DEI Landscape Now
The conversation around DEI may be louder than ever, but amidst the noise, there’s opportunity.
We sat down with four DEI leaders at Seramount for a conversation about how to effectively champion DEI’s value and turn the tide today:
Subha Barry, President, Seramount
Katie Oertli Mooney, Managing Director, Seramount
Bridgette Scales, Managing Director, Seramount
Laura Sherbin, PhD, Managing Director, Seramount
The result: a strategic playbook specifically designed to equip executives to lead through DEI backlash, transforming resistance into results.
1. Understanding the Landscape: Reflecting on Resistance
Q: Recent research demonstrates that understanding why people resist DEI efforts is key to effective DEI today.[iv] Why is reflecting on resistance key to impactful DEI now?
Laura Sherbin: An inconvenient truth: while awareness about DEI is at an all-time high, so is skepticism from some quarters. However, embracing a healthy skepticism can be a powerful catalyst for building truly impactful DEI programs.
Consider This:
- Challenging assumptions: When advocates truly engage with skeptical perspectives, it forces them to scrutinize their own assumptions and refine their arguments. This leads to more nuanced and defensible DEI initiatives that address real concerns, not just perceived ones.
- Building trust: Openly acknowledging and addressing concerns fosters trust and encourages constructive dialogue. This can bridge divides and create a more inclusive environment where everyone feels heard and valued.
- Identifying blind spots: Skepticism can highlight potential blind spots in DEI efforts. By listening carefully, advocates can uncover unintended biases or areas needing improvement, ultimately leading to stronger, more equitable solutions.
True DEI requires more than just blind acceptance. It thrives on critical thinking, open dialogue, and a willingness to adapt and improve. By embracing healthy skepticism, advocates can build stronger, more impactful DEI programs that benefit everyone.
2. Addressing Concerns: Countering the Meritocracy Myth
Q: How can we effectively address misconceptions about the perceived conflict between meritocracy and inclusion? How would you respond to individuals expressing concerns about DEI initiatives now?
Laura Sherbin: It’s important to acknowledge that some messaging around DEI may have been misinterpreted. It’s crucial to emphasize that DEI is not about replacing merit with diversity. Instead, it’s about expanding our definition of merit to encompass the valuable perspectives and experiences that historically excluded talent brings to the table.
Here’s why:
- Diversity fosters innovation and growth: Countless success stories demonstrate the positive impact of diverse teams on innovation, decision-making, and market reach.[v] By including diverse perspectives, we can access a wider range of ideas and solutions, ultimately leading to better outcomes for all.
- Merit is multifaceted: Traditionally, merit has been defined by narrow criteria, often favoring individuals from privileged backgrounds. Inclusion recognizes that talent and potential can exist outside these traditional definitions.
- Diversity encompasses more than just demographics: Diversity is not just about demographics but also about the richness of thought and market knowledge individuals bring to the table.
- DEI initiatives are not “one size fits all”: Different roles require different skill sets and experiences. A tailored approach to DEI is business critical. Instead, we need to carefully consider the specific needs of each position and identify a diverse pool of candidates who would bring the most value.
Building a Truly Inclusive Meritocracy:
Moving beyond misinterpretations empowers everyone to focus on leveraging the full potential of underrepresented talent to achieve true meritocracy. Remember, creating a truly meritocratic system requires dismantling systemic barriers that have historically disadvantaged certain groups.
By actively promoting inclusion and expanding our definition of merit, we can create a level playing field where everyone has the opportunity to thrive.
3. Reframing the Narrative: Rebranding DEI
Q: How can companies better communicate the true purpose and value of DEI initiatives? Does the current approach to DEI need a revamp?
Katie Oertli Mooney: Is DEI “dead”? No, but it’s definitely evolving. While the buzz around DEI that followed George Floyd’s murder may have subsided, the work itself is far from over. It’s time to rebrand our communication approach.
Recent research on divisive language demonstrates that labels (“DEI” or any other) can at times distract from the true goal: creating a culture of understanding, support, and equitable outcomes for everyone.[vi] If “DEI” becomes a barrier to genuine conversation and action in your organization, explore alternative language that resonates better with your culture.[vii] But above all don’t lose sight of DEI’s core values: addressing the needs of diverse communities and ensuring fair treatment for all.
Remember: True inclusion goes beyond lip service. It demands open dialogue, concrete action, and measurable progress. DEI’s focus has shifted beyond mere compliance; as as result, rolling back initiatives is not an option. Pulling back only creates greater gaps to bridge when the pendulum swings back and efforts regain momentum.
How do we counter the “DEI is dead” narrative? We need to rethink our communication, particularly in an era in which data speaks volumes: a recent Pew Research poll shows a majority of employees value DEI initiatives.[viii] The challenge lies in effectively communicating the benefits of inclusive workplaces: enhanced talent acquisition, increased innovation, and overall business success for everyone.[ix]
Inclusive leaders and allies can do this by:
- Highlighting the benefits: Showcasing data-driven evidence that proves how inclusive workplaces thrive
- Countering misinformation: Using facts and figures to combat external forces pushing back against DEI progress
- Sharing compelling stories: Crafting narratives that connect DEI efforts to real-world outcomes and resonate with changing perspectives
By focusing on clear communication, data-driven evidence, and a strategic approach, leaders can ensure DEI continues to have a genuine impact.
Moving beyond buzzwords and focusing on impactful implementation enables executives to build truly inclusive workplaces. By speaking to core values and demonstrating results, they can ensure DEI remains a vital force in building a better future for all.
Bridgette Scales: The term “DEI” has become a rallying cry for many, but it can also evoke specific visual and ideological connotations. This can at times limit its reach and effectiveness. It’s time to shift the focus, considering a strategic reframe from labels to impact—not to abandon core principles, but to broaden their appeal.
Historically, social justice movements have evolved their language and tactics. The fight for equity in the 60s and 70s focused on civil rights, later evolving to encompass diversity, equity, and inclusion. Today’s climate presents another opportunity to rethink and reframe.
Shifting the Focus: From Labels to Impact
Instead of solely emphasizing the “D” in DEI, when necessary we can strategically highlight the benefits for all. When your workforce feels welcomed and valued, everyone benefits from a richer, more innovative environment. This shift in focus toward inclusive talent strategies attracts a wider audience, including those who initially might have been apprehensive.
Recent campaigns stoking fear and misinformation about DEI efforts often rely on narrow interpretations.[x] By broadening the narrative, we can demonstrate the positive value DEI brings to everyone. Highlighting statistics and data on inequities remains crucial for accountability, but framing them within a broader context of shared benefits can resonate further.[xi]
This approach doesn’t negate the importance of addressing specific issues faced by specific, historically excluded talent communities. However, by building a broader coalition of support, we can create a stronger groundswell against harmful narratives and amplify the positive impact of our DEI work.
Together we can:
- Expand the narrative: Go beyond specific groups and highlight the value for all.
- Build bridges: Partner with diverse stakeholders to address their concerns.
- Reframe the conversation: Move beyond labels and empower a wider community to embrace the true meaning and value of DEI.
Subha Barry: For maximum impact, forget dry definitions, trendy jargon, and strawman arguments. Instead, move from abstractions to empathy, diving into the real work of DEI through the power of storytelling. We know that personal connections create change, but we’re stuck in a world of acronyms, failing to truly understand the impact of human difference.
Instead of caricaturing concepts, let’s open the conversation: tell stories, share experiences, and make DEI tangible. Imagine me, telling my story about being an immigrant, sharing my struggle with a thick accent, how I was constantly mocked and compelled to mute my voice. Would my personal narrative transcend generalities and evoke something deeper?
In response to my story, perhaps someone might think, “I never realized how my laughter could isolate someone.” Building DEI momentum is not about judging past actions but catalyzing future change.
Inclusion stories hold immense power. They sensitize, but do not condemn. People can’t rewrite history, but they can evolve. This is why personal DEI narratives are so vital. They reveal the real-life consequences of our words and actions, fostering increased empathy and understanding.
Our own experiences, with their raw emotions, paint far richer pictures than any sterile, generic account could. Our stories allow others to truly perceive the situation through another’s eyes.
Executives and managers should model making DEI real, personal, and lived. Moving beyond acronyms means walking the walk and talking the talk—committing to the daily work of inclusion while also telling our authentic stories.
4. Bulding Momentum: Mobilizing “The Movable Middle”
Q: What are the most effective strategies to drive impactful change during turbulent times? How can DEI leaders best balance long-term, systemic transformation and short-term, tangible wins to sustain momentum?
Laura Sherbin: We’ve learned from our past research for our CDO Collaborative, a global community of DEI leaders, that the “movable middle,” a familiar concept in politics, is equally relevant to corporate DEI efforts.[xii] While it’s important to support our committed champions and acknowledge the challenges of reaching the small number of employees who refuse to budge on DEI issues, the key to success lies in engaging the persuadable center, which represents the largest segment of the workforce.
Yet we often find ourselves focusing on the extremes. Instead of solely catering to advocates or battling resistance, shifting gears for impact often involves dissecting the movable middle. What motivates them? What barriers can we address? How can we tailor our approach to resonate with their values and concerns?
This might involve reframing language: replacing terminology such as “allyship” with “supporting colleagues” or “championing fairness.” It’s not about watering down the message but about finding common ground to build consensus on.
The end goal is the same: promoting inclusive behaviors and competencies. Taking this apporach can just make it more palatable to start. Think of it as finding the right description for the medicine, not changing the prescription itself.
Over time, small changes become transformational.[xiii] Ultimately, the goal is to encourage connection, advocacy, and championing across lines of difference, regardless of the labels we use. For best results, focus on action, not semantics.
Beyond Business as Usual: The Future of DEI
As unprecedented legal and federal policy shifts reshape DEI and demands for inclusive leadership are amplified, the future of workplace inclusion hangs in the balance. DEI’s future rests on solidarity, allyship, leadership buy-in, investment, and above all, clearly communicating the value of inclusion.[xiv]
By proactively reframing the conversation, creating space for good faith questions, and navigating evolving DEI definitions, executives can build forward momentum, propelling their organizations by creating truly inclusive workplaces benefiting both business and society.[xv]
Together we can prepare for the workplace of tomorrow, ensuring that this period of unprecedented disruption transforms resistance into an opportunity for meaningful progress.
Ready to turn resistance into results?
Connect with Seramount’s DEI and Talent experts to develop strategies that drive lasting impact.
References
[i] A. G. Wieckowski, “Overcoming Today’s DEI Leadership Challenges,”Harvard Business Review,September 14, 2023, https://hbr.org/2023/09/overcoming-todays-dei-leadership-challenges?ab=seriesnav-bigidea.
[ii] K. Yoshino and D. Glasgow, “What SCOTUS’s Affirmative Action Decision Means for Corporate DEI,” Harvard Business Review, July 12, 2023, https://hbr.org/2023/07/what-scotuss-affirmative-action-decision-means-for-corporate-dei.
[iii] M Nicholson and D. Forster, “DEI in the Trump Era: Adapting to Policy Shifts, Ensuring Organizational Commitment,” Seramount, January 27, 2025, https://seramount.com/articles/dei-in-the-trump-era-adapting-to-policy-shifts-ensuring-organizational-commitment/.
[iv] E. Shuman, E. Knowles, and A. Goldenberg, “To Overcome Resistance to DEI, Understand What’s Driving It,” Harvard Business Review, March 1, 2023, https://hbr.org/2023/03/to-overcome-resistance-to-dei-understand-whats-driving-it.
[v] S. A. Hewlett, M. Marshall, and L. Sherbin, “How Diversity Can Drive Innovation,” Harvard Business Review, December 2013,”https://hbr.org/2013/12/how-diversity-can-drive-innovation.
[vi] E. Hawkins, “Chart: Words that Divide,” Axios, January 11, 2024, https://www.axios.com/2024/01/11/chart-words-that-divide-communicators.
[vii] C. Cutter and E. Glazer, “The Latest Dirty Word in Corporate America: ESG,”The Wall Street Journal, January 9, 2024,https://www.wsj.com/business/the-latest-dirty-word-in-corporate-america-esg-9c776003.
[viii] R. Minkin, “Diversity, Equity and Inclusion in the Workplace,” Pew Research Center, May 17, 2023, https://www.pewresearch.org/social-trends/2023/05/17/diversity-equity-and-inclusion-in-the-workplace/.
[ix] S. Cross and P. Braswell, “A Data-Driven Approach to Hiring More Diverse Talent,” Harvard Business Review, December 10, 2019, https://hbr.org/2019/12/why-isnt-your-organization-isnt-hiring-diverse-talent.
[x] N. Confessore, “‘America Is Under Attack’: Inside the Anti-D.E.I. Crusade,” New York Times, January 20, 2024, https://www.nytimes.com/interactive/2024/01/20/us/dei-woke-claremont-institute.html.
[xi] E. Carter, “DEI Initiatives Are Futile Without Accountability,” Harvard Business Review, February 25, 2022, https://hbr.org/2022/02/dei-initiatives-are-futile-without-accountability.
[xii] R. Cassehgari, “Working with the Movable Middle: ,” Social Change Initiative, July 31, 2020, https://www.socialchangeinitiative.com/stories-of-change-working-with-the-moveable-middle-3603eb37-f61e-4873-a3e4-6919df64132d.
[xiii] P. Cecchi-Dimeglio, “Diversity Nudges,”MIT Sloan Management Review,November 21, 2023, https://sloanreview.mit.edu/article/diversity-nudges/.
[xiv] M. Nicholson, “Managing DEI as a Business: Inclusive Leadership, DEI Assessment, and Impact at Scale,” Seramount, January 18, 2024,https://seramount.com/articles/managing-dei-as-a-business-inclusive-leadership-dei-assessment-and-impact-at-scale/.
[xv] K. D. Dorsey, “Five Steps to Build and Sustain Diversity in Your Organization,” MIT Sloan Management Review, October 17, 2023, https://sloanreview.mit.edu/article/five-steps-to-build-and-sustain-diversity-in-your-organization/.
