Unshaken and Unbound: Women Leading the Charge for Real Inclusion

Women’s History Month is a time to celebrate the brilliance, resilience, and legacy of women who have shaped history. However, let’s be clear—this is not just about the past; it’s also about the present and, more importantly, the future.

In a world that is constantly shifting, where diversity, equity, inclusion, and belonging (DEIB) are under scrutiny, being redefined, and—let’s be honest—challenged, women continue to lead. But here’s the question: Are we moving beyond performative gestures to achieve real, systemic change? Or are we merely checking boxes?

The answer lies in how we lead, advocate, and build spaces where belonging is not a privilege but a given.

The Assignment is Clear: Women as Unshaken Leaders

Author, speaker, and Bible teacher Priscilla Shirer often speaks about boldly stepping into one’s God-given assignment, unshaken by opposition. That’s precisely what women in leadership, entrepreneurship, and advocacy are doing. We are rejecting outdated notions of leadership that require conformity and are instead leading from a place of authenticity, wisdom, and courage.

In the DEIB landscape, this means more than just having a seat at the table—it involves redefining the table itself. Women are advocating for policies that are not merely performative but transformative, for workplaces that don’t just hire for diversity but actively cultivate it, and for leadership structures that don’t simply tolerate differences but leverage them for innovation.

Real leadership isn’t just about preserving the status quo. It’s about challenging it.

Start with Why: The Business (and Human) Case for DEIB

Simon Sinek’s leadership philosophy revolves around starting with why. So, let’s ask: Why does DEIB still matter, especially at a time when some are attempting to diminish its importance?

Because workplaces that prioritize belonging drive higher engagement, retention, and innovation. Equity is not about lowering standards but about ensuring fair access to opportunity. Inclusion isn’t a “nice to have”—it’s essential for organizations that want to thrive in the future.

Women—especially women of color—grasp this deeply. I count myself among those leading the charge for cultures that promote genuine belonging, not merely in theory but in practice. We are the ones asking hard questions in boardrooms, mentoring the next generation, and making sure policies are more than mere words on a page.

Beyond Representation: The Real Work of Inclusion

Representation matters, but let’s not stop there. Visibility without power is an illusion, and title without influence is a trap. True inclusion is about ensuring that women’s voices are heard, valued, and acted upon.

• It’s about making sure pay equity is a reality, not just a talking point.
• It’s about fostering cultures where women aren’t required to diminish themselves to belong.
• It’s about ensuring that “allyship” is not merely performative but also active and accountable.

Unbound: The Future Women Are Creating

We don’t just celebrate history—we create it. Women in DEIB, leadership, and advocacy are unbound. We refuse to be limited by outdated structures, systemic biases, or performative gestures. We are designing new paradigms, workplaces, and futures built on dignity, respect, and opportunity for all.

The question isn’t whether women will lead the future of DEIB; we already are. The real question is whether the world is prepared to follow our lead.

This Women’s History Month, let’s not just celebrate. Let’s commit, build, and lead boldly, intentionally, and unshaken.

Register to attend!

Understanding and Supporting Neurodivergence in the Workplace

Neurodiversity isn’t merely a concept; it is a reality in every workplace. As both a mother of a teenager with Autism Spectrum Disorder and ADHD, and as an HR professional who coaches leaders on managing diverse teams, I’ve witnessed firsthand the impact of understanding, inclusion, and thoughtful support in enabling neurodivergent individuals to thrive at work.

Cynthia Prest, Chief People Officer at MSA Professional Services, Inc., is thrilled to present our March 2025 DEIB Perspectives in the Workplace webinar, "Understanding and Supporting Neurodivergence in the Workplace. " In this webinar, she will merge personal experience with professional expertise to deliver insights, strategies, and real-world applications for leaders, HR professionals, and teams.

Key Takeaways:

• What neurodivergence is and how it affects workplace experiences (Autism, ADHD, dyslexia, and more)
• The unique strengths neurodivergent employees bring—creativity, problem-solving, attention to detail
• Common challenges they may face, from sensory sensitivities to executive functioning differences
• How to foster an inclusive, supportive work environment with clear communication and accommodations
• Guidance on disclosure, respectful conversations, and creating a workplace where everyone thrives

What you’ll gain:

• Greater awareness of neurodivergence and its impact on employees
• Practical strategies for inclusion and support
• Improved communication skills for working with neurodivergent colleagues
• Leadership tools for fostering a culture of belonging and respect

Cynthia will share personal stories, interactive discussions, and actionable tools to ensure you walk away with knowledge you can implement immediately.

Date: March 26, 2025

Time: 11:30 AM

Register at: https://zoom.us/meeting/register/tJEsceGhrTkjEtf9qYBRK_ofac8xzxrImhVe#/registration

#NeurodiversityAtWork #InclusionMatters #HRLeadership #DEIB #Neurodivergence #InclusiveWorkplaces #PPLCO

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Rethinking DEI: Moving from Ideology to Impact

The landscape of workplace diversity, equity, and inclusion (DEI) is shifting—and quickly. Over the past few years, months, weeks, days, and hours, DEI initiatives have faced increasing criticism not only from external skeptics at high levels of government, business, and society but also from within organizations. Employees, business leaders, and even political figures are beginning to challenge the ideological frameworks that have shaped DEI efforts, questioning whether these initiatives are fostering genuine inclusion or unintentionally creating division.

A recent article in The Atlantic titled “Democrats Need Their Own DEI Purge” highlights a shift within the Democratic Party, as figures like Pete Buttigieg express frustration with a DEI culture that often prioritizes identity-based frameworks over broader, unifying messages. While the piece critiques DEI from a political perspective, its core arguments reflect the challenges that many businesses face today.

What does this signify for the future of DEI in corporate America? How can business leaders uphold their commitment to workplace inclusion while avoiding ideological traps that alienate employees and stakeholders?

The Retreat from Traditional DEI Approaches

Corporate DEI efforts have faced heightened scrutiny, prompting some organizations to scale back initiatives, rebrand programs, or integrate them into broader HR and leadership functions. The reasons for this shift reflect several issues highlighted in The Atlantic article:

• Concerns About Division Rather than Unity – Just as Democratic Party leaders worry that DEI rhetoric alienates broad voter bases, business leaders are noticing similar trends among their workforces. Employees who feel excluded from DEI efforts or perceive them as unfairly prioritizing certain groups over others may fully disengage from these initiatives.
• Pushback Against Identity-Based Policies – The article critiques a viewpoint that evaluates individuals based on demographic characteristics instead of shared values or qualifications. In business, this leads to tensions around hiring and promotion practices that some perceive as favoring diversity quotas over merit and performance.
• Legal and Reputational Risks—The rollback of affirmative action in higher education has empowered challenges to corporate DEI programs, compelling companies to reassess race-conscious policies that may undergo legal scrutiny.

The outcome? Many businesses are embracing a more cautious, business-focused strategy for DEI, highlighting inclusion strategies that prioritize skills, collaboration, and shared objectives over ideological narratives.

From Ideology to Impact: A New DEI Approach

To move forward effectively, organizations must reimagine DEI to generate real business impact, free from unnecessary ideological baggage. Here’s what that shift entails:

1. Focus on Inclusion That Benefits All Employees

Instead of concentrating DEI efforts solely on identity-based groups, organizations should foster a culture of belonging that supports all employees—regardless of race, gender, age, or background. This includes emphasizing:

• Psychological safety refers to fostering an environment in which employees feel comfortable sharing their ideas and concerns without the fear of judgment.
• Inclusive leadership involves training managers to embrace diverse perspectives while avoiding rigid ideological frameworks.
• Collaboration and respect: encouraging collective problem-solving instead of divisive identity politics.

2. Shift from Symbolism to Substance

The article criticizes progressive policies that prioritize language and symbolism over tangible results. Numerous businesses have fallen into the same trap, enacting performative DEI initiatives that lack measurable impact. Instead, companies should:

• Transition from identity-based hiring quotas to a skills-first talent acquisition strategy that expands candidate pools while maintaining excellence.
• Replace DEI statements with specific actions—mentorship programs, leadership pathways, and data-driven retention strategies.
• Center business goals on ensuring that DEI fosters innovation, productivity, and a positive company culture, rather than acting merely as a compliance exercise.

3. Adjust to Employee Expectations While Being Mindful of Stakeholders

Employees are not a monolith; some strongly support DEI, while others feel disengaged or skeptical. Companies should:

• Rather than enforcing ideological conformity, promote open dialogue. Employees should feel comfortable sharing differing views on inclusion without fear of retaliation.
• Balance fairness and opportunity by avoiding the perception of DEI as a zero-sum game, where some employees lose so that others can gain.
• Consider external perceptions: companies that promote explicit political DEI agendas risk alienating customers, investors, and employees who may hold differing viewpoints.

The latest from PPLCO:

Register for our upcoming Certified Diversity Practitioner Program

The People Company Consulting Group Inclusion Institute Certified Diversity Practitioner Program | May 7-9, 2025

The People Company Consulting Group Inclusion Institute Certified Diversity Practitioner Program | June 11-13, 2025

March is Women's History Month: Support your local woman-owned businesses!

About The DEI Edge: The DEI Edge is a monthly newsletter curated by The People Company Consulting Group team and aims to spark conversations about building workplaces that are truly diverse, equitable, and inclusive and where every person can thrive. PPLCO offers a range of solutions for organizations and leaders looking to Think Better, Do Better, and Be Better. These include assessments, training and certifications, keynote speaking, and strategic planning. To find out more, visit ppl-co.com