Where does DEI go from here? Insights from our expert roundtable

When you’re a change agent in your industry, do not forget the power of community. It can be the reason you keep going and the reminder that you’re not in this alone.

This week, Perfeqta’s Consultant Network held an incredible roundtable to talk about the current state of DEI, how to navigate pushback, and how to take care of yourself as you do this work.?

As I facilitated this roundtable, I realized this wasn’t just an opportunity to share strategies and insights. It was a space for people to affirm their frustrations, feel heard, and remind each other that we are still deeply committed to this work.?

It was more therapeutic than I expected – hearing from other passionate people helped me leave with a renewed sense of hope.?

There are still people who believe in the power of DEI, and they are not going anywhere.

That’s why I’m sharing some key takeaways from this virtual roundtable. The Perfeqta Consultant Network – Janelle St. Omer, Elizabeth Rene, and Amelia Avery-Bradley –? dropped some incredible gems for anyone looking for guidance in their role at the moment.?

?? DEI must be embedded in systems, structures, and policies

"The broader aspirational goal is that when you get to a place where DEI is mature within your company, it's not something that sits siloed. It’s something that is fully embedded into your company, into your cultural norms" - Janelle St. Omer

DEI was never meant to be a separate initiative. It’s about evaluating systems, structures, and policies to make sure they foster an environment where all employees can succeed.

By embedding DEI into the core operations of the business, you’re not only improving the experience for historically excluded groups but also creating a stronger, more equitable workplace for everyone.

Janelle also suggests that leaders not get so caught up in the naming conventions of DEI, but have challenging conversations and ask questions about the intention behind it. As long as companies are creating a workplace where people can truly thrive, everything else follows.

?? Use data to back up DEI efforts

"A lot of people question the effectiveness of DEI work… but we have the data to back it up." - Elizabeth Rene

Unfortunately, many organizations learn the hard way when they scale back on DEI initiatives, only to find that employee satisfaction and engagement start to deteriorate.

The data around DEI – such as employee retention rates, promotion fairness, and satisfaction levels – shows the critical role it plays in maintaining a healthy, high-performing culture.

Rather than waiting for negative outcomes to arise, companies should use the available data to inform their decisions.

?? Have real, honest conversations

“Anchor into your core values and have a distinct messaging. Don’t wait to react, say the thing now. You want to be as transparent as you can be.” - Amelia Avery-Bradley

Too often, DEI messaging feels like corporate damage control instead of genuine commitment. Leaders need to take a marketing mindset – just as companies never hesitate to tailor their branding to different audiences, they shouldn’t hesitate to communicate their DEI values.?

The key is transparency, proactivity, and consistency. Waiting until a crisis to speak up only makes efforts seem disingenuous.

?? DEI is beneficial for everyone, not just historically excluded groups

“DEI is why you have lactation rooms in companies... ramps for those who have disabilities... that's why you have things like take your kids to work day." - Janelle St. Omer

A workplace that embraces DEI offers benefits that extend far beyond race and gender. Policies that support all employees, regardless of their background or identity, are all direct outcomes of DEI efforts that improve the company culture for everyone.

These initiatives show that DEI benefits ALL, creating a more accessible, supportive environment that encourages diverse perspectives.

?? Focus on your sphere of influence

"Ask yourself what can I do right now within my locus of control? How can I remove the weight of the burden of responsibility from my shoulders so I can sustain myself in this work?" - Elizabeth Rene

In the face of challenges or pushback, focus on your sphere of influence, align with others who share your goals, and don’t take on the entire burden of responsibility.?

Self-care and sustainability are needed when working toward long-term change.

By focusing on what’s within your control and surrounding yourself with a strong support network, you can maintain the energy and momentum needed to keep pushing forward.

??Poll responses from our audience: Here’s how leaders feel about DEI in 2025

During the roundtable, we asked our audience a series of poll questions to gauge their thoughts on the current state of DEI. Take a look at their responses below.

“How are you feeling about DEI in your workplace right now?”

“Which best describes your company’s approach to DEI in 2025?”

“How prepared do you feel to navigate DEI in 2025?”

“What type of pushback has been most prevalent in your organization?”

“Where do you feel DEI efforts should be prioritized moving forward?

Perfeqta will be holding more virtual roundtable discussions in the future, so be sure to subscribe to our email newsletter for more updates.

?? You can watch a recording of this conversation here.?