Navigating the Shifting Landscape of DEI: A Call for Balanced Action
Tan Wilson
GovCon SME | Strategic Growth Strategist | Podcaster | Public Speaker | Thought Leader | SB Champion
Recent changes in federal policy have sparked widespread discussions about diversity, equity, and inclusion (DEI) initiatives across various sectors. The Executive Order on #DEI has prompted some organizations, like AFCEA International , to swiftly dismantle their DEI programs. However, such actions highlight the need for a more balanced approach that considers both compliance and the intrinsic value of these initiatives.
The AFCEA Example: A Case Study
AFCEA International's decision to terminate its DEI programs, including the long-standing Women in AFCEA (#WIA) group, is a notable example of how organizations respond to the recent executive order. While the intent behind this decision is to align with new federal guidelines, it raises crucial questions about the broader impact of such sweeping changes. Specifically, the abrupt removal of WIA and the erasure of past award winners' achievements could be perceived as diminishing or disregarding the individual contributions and legacies of those who have shaped these programs over the years.
Understanding the Core Intent
As I understand it, the executive order's primary objective is to reinforce merit-based opportunities and prevent discriminatory practices. However, it's crucial to recognize that not every initiative with "women" in its title inherently conflicts with these principles. Programs like WIA often focus on mentorship, skill development, and networking—activities that enhance individual merit rather than undermine it. These initiatives can play a vital role in fostering professional growth and creating opportunities for all, regardless of gender, while still adhering to merit-based principles.
The Pitfalls of Overcorrection
In the rush to align with new policy initiatives (let’s not fixate on the DEI term), organizations risk overcorrecting and, in the process, dismantling valuable programs that contribute to professional development and industry advancement. This reaction is often compounded by the fear of external judgment, potential litigation, or being "canceled" in a polarized environment. However, it's important to remember that the executive order primarily targets federal agencies and contractors, leaving private organizations some flexibility in how they interpret and adapt their policies. Overreacting out of fear rather than thoughtfully assessing the intent and scope of the order can lead to unintended consequences, such as erasing initiatives that align with merit-based principles or abandoning programs that foster mentorship, skill-building, and innovation. Organizations must strike a balance between compliance and preserving what works—ensuring their actions are guided by reason rather than reaction.
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A Smarter Path Forward
Instead of a knee-jerk response, organizations should take a more strategic approach:
Moving Forward with Intention
This is personal for me. AFCEA has been a community where I’ve seen meaningful engagement, mentorship, and career-building opportunities. I've spent hours, days, and weeks through my volunteering, leadership positions, and mentoring AFCEA members. Watching these programs get wiped out in the name of compliance is frustrating—not because change isn’t needed, but because this wasn’t the correct change.
Policy shifts come and go, but how we respond determines whether we strengthen or weaken our professional networks. The right move isn’t to abandon everything—it’s to think critically, adapt wisely, and preserve what actually works.
Just Tan’s Two Cents.
Fresh Graduate | Bachelor of Economics in Finance
1 周M 8.. . Z ?????
President at 9point8, Inc.
3 周Tan - I think you hit the nail on the head here! Well said.
well said Tan. Many business people are also experiencing fear--to be afraid of our elected officials is so disheartening.
Director of Government Solutions @ IBEX | Sales, Channel Management
3 周Very helpful
Corp Communicator, Storyteller, and Writer | Sales & Partner Marketing Traffic Cop | B2B / B2G & Channel Partner Marketing Director | Content Marketer | Brand Ambassador | Creating Influential Visibility | Chief of Staff
3 周It's not like Americans to be driven or motivated by fear. What began as a noble intention (DEI) became bastardized by those more hungry for power and money than for advancing a nation. Follow the money, and you'll see how it has inspired participation through fear-mongering. https://nlpc.org/corporate-integrity-project/dei-the-death-of-an-ideology/ We had EEOC, and its slow growth was gaining traction. The posters were required in employee common areas as reminders that equal opportunity needs to drive all of our actions, but somehow, that was not enough. DEI may have been born nobly, but it was corrupted and now has a very negative connotation. It has come to represent Division, Exclusion, and Intimidation. Decades ago, I saw it emerging in the public schools. (long story) Unity is a much greater force for development, but the journey is fraught with flawed human impact. The pull-back from DEI-focused mandates and activities is a very good thing, based on what it has become, not what it was originally intended to be. It's best for entities to focus on what they do, not their "diversity." That element should be visible and obvious as baked into their structure. Pendulum swings are challening.