Beyond the Headlines: Inclusion Is Not Optional

Last week, I wrote about why diversity, equity, and inclusion (DEI) deserve the spotlight. In that piece, I expressed gratitude for the conversations sparked by corporate decisions to scale back or double down on DEI commitments. But as the U.S. inauguration unfolds, and sweeping executive orders dismantle federal DEI programs, I find myself grappling with a different emotion: urgency.

These executive orders are not just policy changes—they are declarations of war on the principles of equity and inclusion. The orders to terminate DEI offices, defund anti-bias training, and dismantle programs designed to uplift marginalized communities send a chilling message: DEI, they claim, is the problem.

But let me be clear: this is not just an attack on programs. It is an attack on the people these programs were designed to serve.

The Fragility of Progress

For those of us in this work, these stories are more than headlines. They are painful reminders of how fragile progress can be.

We’ve been here before. I’ve lived through cycles of backlash, skepticism, and the constant reframing of DEI as a “nice-to-have” rather than a necessity. Each time, the work has persisted—because it had to.

But this moment feels heavier. The Trump administration’s actions are rooted in a dangerous myth: the idea that equity and meritocracy cannot coexist. This narrative suggests that fairness and inclusion are at odds when, in truth, they are inseparable.

Meritocracy without equity is an illusion. It ignores systemic barriers that prevent talented individuals from accessing opportunities. Dismantling DEI programs doesn’t create fairness—it entrenches inequality. It sends a message to marginalized communities that their voices don’t belong, that their contributions don’t matter, and that their struggles are invisible.

What’s at Stake

When DEI is rolled back, the impacts extend far beyond a line item on a budget or the closure of an office. Entire communities are left without the systems of support and advocacy that were beginning to level the playing field.

• Women, especially women of color, will feel the loss as leadership pipelines shrink and representation efforts are deprioritized.
• Persons with disabilities will face increased barriers to employment, accommodation, and accessibility in spaces not built with them in mind.
• Trans and nonbinary individuals will lose access to gender-affirming policies, leaving them vulnerable to discrimination.
• Indigenous peoples will continue to see their perspectives dismissed, their histories marginalized, and their contributions overlooked.
• Newcomers and immigrants will find fewer opportunities to integrate their experiences into decision-making spaces.

And then there are those whose identities intersect—those who navigate overlapping experiences of exclusion. A Black woman with a disability. A trans Indigenous person. Their stories remind us that the fight for equity cannot be a single-issue endeavor.

The dismantling of DEI programs isn’t just a political or organizational shift—it’s a message to these communities that they are not seen, not valued, and not welcome.

The Danger of Short-Term Thinking

Organizations and governments that retreat from DEI often justify their decisions as a return to “merit” or “efficiency.” But this is shortsighted.

Eliminating DEI programs may reduce discomfort in the short term—fewer tough conversations, less resistance from those uneasy with change. But the long-term consequences are undeniable:

• Innovation suffers when diverse perspectives are silenced.
• Turnover increases when employees feel excluded or undervalued.
• Trust erodes when stakeholders see that inclusion is not a priority.

The question is not whether we can afford to invest in DEI—it’s whether we can afford not to.

Why Inclusion Is Essential

DEI is not about checking a box or chasing a trend. It is about creating systems where fairness isn’t aspirational—it’s expected. It’s about ensuring that organizations, governments, and communities are equipped to thrive in an increasingly diverse world, where complexity is the norm and difference is a strength.

Inclusion challenges us to look beyond comfort and tradition. It forces us to confront the systems and practices that have long excluded people, knowingly or unknowingly, and to imagine something better. It’s about building workplaces where everyone—regardless of race, gender, ability, or identity—can show up fully and contribute meaningfully.

This work is not comfortable. It is not easy. But it is necessary.

And I am showing up.

Showing Up to Do the Work

I read the headlines—not just the ones that affirm my views, but the ones that challenge me. I intentionally step outside my own echo chamber, seeking out voices and perspectives that stretch my understanding of what inclusion means in this moment.

I am connecting to the deeper conversations, the ones that demand more than a surface-level understanding of what’s happening. I’m asking myself and others hard questions:

• Where are we falling short?
• What skill sets do we lack as a society?
• How do we teach people to connect across difference?

Because this is how we get to inclusion—not by retreating when the work gets hard, but by leaning in, by learning, and by committing to a path forward.

Building Skills for an Inclusive Future

One of the most significant barriers we face is a lack of skills to navigate difference. We are too often uncomfortable—or unequipped—to have conversations across lines of identity and experience.

This discomfort isn’t just personal—it’s systemic. It shows up in boardrooms where decisions are made without diverse voices. It shows up in workplaces where feedback is withheld because of unconscious biases. It shows up in communities where policies are crafted without considering the people most affected.

To overcome these barriers, we need to build skills that many of us were never taught:

• The ability to listen deeply, even when it’s uncomfortable.
• The courage to acknowledge our biases and the humility to address them.
• The capacity to foster meaningful connections across divides.

This is the work I am committed to. I want to help leaders, teams, and organizations develop the tools they need to create more inclusive outcomes. Whether it’s designing governance structures that prioritize equity, facilitating conversations that bridge divides, or providing training on how to navigate difference, my focus is on equipping people to do the hard work of inclusion.

Why Inclusion Is More Than a Goal

Inclusion is not a static end point—it’s an ongoing process. It requires constant reflection, learning, and action. It asks us to question systems that feel normal but exclude, to challenge assumptions that feel safe but harm, and to prioritize fairness not because it’s easy, but because it’s right.

This is the work we must commit to—not just during times of crisis, but always. It’s about creating a world where fairness is embedded in every interaction, every system, and every decision.

An Invitation to Reflect

To those sharing these headlines with me, I invite you to dig deeper. Ask not just what is happening, but why it matters. Challenge yourself to think about the long-term implications of these shifts—not just for your organization, but for society as a whole.

Because inclusion is not optional. It is not a trend or a talking point. It is the foundation of a better, fairer world. And it is worth fighting for.

Let’s move beyond the headlines. Let’s do the work.

#DEI #InclusionMatters #Leadership #EquityAndInclusion #TheWorkContinues