No Backing Down: Why DEI is More Than a Trend

In recent months, a troubling pattern has emerged—some of the world’s top organizations are quietly rolling back their Diversity, Equity, and Inclusion (DEI) initiatives. What was once a corporate priority is now being questioned, criticized, and, in some cases, abandoned. The sentiment surrounding DEI has shifted, fueled by political backlash, misinformation, and a resurgence of outdated meritocracy arguments. But if history has taught us anything, it’s that progress is never linear, and when faced with resistance, we must push forward, not retreat.

The erosion of DEI efforts raises a fundamental question: Do people truly believe that diverse hires aren’t highly qualified? This narrative that DEI lowers standards is not only misleading but also deeply harmful. The premise of DEI has never been about hiring unqualified individuals to fill quotas; rather, it has been about removing systemic barriers that have historically sidelined underrepresented talent. Despite the flawed perception that they are merely beneficiaries of corporate social responsibility initiatives, diverse professionals are proving their excellence every day.

"A conversation with a close male colleague recently reflected one of the biggest misconceptions about DEI. He expressed concern that women might be given positions solely to meet gender diversity targets, even when they rank second in performance evaluations," a Lean In Equity and Sustainability member (LiNER) shared.

This argument is common, yet it fundamentally misrepresents the purpose of DEI. Gender diversity initiatives are not about unfair advantages; they are about correcting centuries of systemic biases that have disproportionately favored one group over another. The goal is not to displace qualified men but to ensure that equally competent women are given the opportunities they have historically been denied.

Moreover, the decision of some organizations to abandon DEI initiatives could send the wrong message. As another LiNER puts it, “If they ditch quotas but still have other strategic inclusive policies, that’s one thing. But eliminating DEI altogether risks signaling to bullies that wrongful behaviors are now acceptable.” We cannot allow these rollbacks to set a precedent that progress is negotiable or that inclusion is merely an optional business strategy.

The resistance to DEI today is reminiscent of every major social movement that has sought equity and justice. As Sheryl Sandberg asked, "What would you do if you were not afraid?" Fear and intimidation cannot dictate our actions, as it is a trap that can hold us back. The backlash we’re seeing today is not an indication that DEI has failed; it is a testament to its necessity. Change is uncomfortable, and those who have long benefited from exclusionary systems will resist. But that does not mean we back down.

Instead of caving to the pressure, we must double down. One immediate step is to spell out Diversity, Equity, and Inclusion in all communications rather than abbreviating it. This subtle shift ensures that we continue reinforcing its importance and reminding people what it truly stands for. Plus, reframing DEI as a fundamental aspect of building the workforce of the future will help counter the false narrative that it is a temporary trend rather than a business imperative.

There are still companies committed to DEI. There are still advocates who have worked for decades, long before it was the “trendy” thing to do, to push for equity in the workplace. They are not backing down. Neither should we.

To those who question the necessity of DEI, we ask: What kind of workplace do you envision for the future? A homogenous, exclusionary one, or a dynamic, innovative one that thrives on diversity of thought, background, and experience?

If we truly believe in progress and fairness, and in the potential of every individual, then we have only one choice: to keep pushing forward, to keep speaking up, and to keep ensuring that DEI is not just a corporate slogan but a lived reality. No backing down.