DEI Leadership Positions

If #diversity, #equity, and #inclusion practitioners want to get ahead of anti-DEI backlash, we have to address an elephant in the room: no two people in the same workplace perceive their workplace the same way. I see this every time I work with client organizations. When asked to describe their own experience with the workplace and its DEI strengths and challenges, I hear things like: 😊 "I've never experienced any discrimination or mistreatment; our leaders' commitment is strong." 🤨 "I had a good time in one department, but after transferring departments I started experiencing explicit ableist comments under my new manager." 🙁 "I've never had anything egregious happen, but I've always felt less respected by my team members because of my race." Who's right? Turns out, all of them. It starts to get messy because everyone inevitably generalizes their own personal experiences into their perception of the workplace as a whole; three people might accordingly describe their workplace as a "meritocracy without discrimination," an "inconsistently inclusive workplace dependent on manager," or "a subtly racist environment." And when people are confronted with other experiences of the workplace that DIFFER from their own, they often take it personally. I've seen leaders bristle at the implication that their own experience was "wrong," or get defensive in expectation they will be accused of lacking awareness. It's exactly this defensiveness that lays the foundation for misunderstanding, polarization, and yes—anti-DEI misinformation—to spread in an organization. How do we mitigate it? In my own work, I've found that these simple steps go a long way. 1. Validate everyone's experience. Saying outright that everyone's personal experience is "correct" for themselves might seem too obvious, but it plays a powerful role in helping everyone feel respected and taken seriously. Reality is not a question of "who is right"—it's the messy summation of everyone's lived experience, good or bad. 2. Use data to create a shared baseline. Gathering data by organizational and social demographics allows us to make statements like, "the average perception of team respect is 70% in Engineering, but only 30% in Sales," or "perception of fair decision making processes is 90% for white men, but only 40% for Black women." This establishes a shared reality, a baseline for any effective DEI work. 3. Make it clear that problem-solving involves—and requires—everyone. The goal of DEI work is to achieve positive outcomes for everyone. Those with already positive experiences? Their insights help us know what we're aiming for. Those with the most negative? Their insights help us learn what's broken. The more we communicate that collective effort benefits the collective, rather than shaming or dismissing those at the margins, the more we can unite people around DEI and beat the backlash.

Could the resistance to #DEI be less about individuals and more about how our systems are built? I first explored this question in a paper for my Fielding Graduate University PhD course, Systems Approaches to Leadership, Organizations, and Society. The assignment, in short, was to “develop a detailed intervention plan that applies systems thinking to address a complex issue within an organization, business, or nonprofit of your choice.” I chose to focus on resistance to DEI in organizations. Because, I’m (we’re) living it! Being that this topic is so urgent and relevant, I didn’t want to leave it in the classroom. So I transformed my final paper it into a blog post for The Winters Group, Inc.'s The Inclusion Solution blog. In the post, I explore how DEI resistance often goes unrecognized because it’s not always loud (although, under the current administration, it certainly has been!). It’s quiet. It’s cultural. And most importantly, it’s systemic. Using tools like the iceberg model, I examine what’s really driving the stall in DEI progress—and offer 5 system-level strategies for interrupting it. 💭 I’d love to hear from you: What are some of the mental models you’ve seen or heard that quietly shape resistance to diversity, equity, and inclusion in your space? And what are the structural or cultural patterns that continue to hinder real change? Read the full post here: https://lnkd.in/eFZTqgYy

Some of the current DEI Rollback is performative, and here is what you must know. Rolling back DEI isn’t just a political stance—it’s a business risk. These shifts aren't surprising for executive leaders, DEI professionals (past and present), and employees championing this work. Budgets have been slashed, commitments walked back, and once-public promises to equity have turned into private discomfort. But this isn’t the time to be discouraged—it’s time to focus forward. As Corey Richardson said in an insightful post, "there’s never been a time in history where building a smaller table has been profitable in the long term." Yet, many DEI rollbacks are performative. Just like in 2020, when organizations rushed to release DEI statements they had no real infrastructure to support, today, we’re seeing the opposite—PR-driven messaging about cutting DEI when, in reality, companies are simply repositioning it under different names. The reality? DEI is being rebranded to avoid political heat. So before making short-sighted decisions based on external pressures, ask: Are we leading strategically for the future or just managing optics for the moment? What You Can Do NOW ✅ Reframe the narrative. DEI has always been about strengthening workplaces, increasing innovation, and driving performance. Companies that prioritize talent strategy—not just talking points—will thrive. ✅ Prioritize sustainability over statements. The real impact isn’t in the noise but in how inclusion is embedded into employer branding, storytelling and workforce development. ✅ Lead where you are. Whether you’re shaping policy, navigating change, or frustrated by inaction—your influence matters. This work has never been about trends; it’s about transformation. ✅ Own Your Leadership Brand. In uncertainty, your personal brand is your power! How you position yourself now will determine the opportunities you attract, the influence you wield, and the impact you create. Download my Authentic Personal Branding Blueprint to craft a leadership presence that stands out: https://lnkd.in/eAF4smg9 The workforce is getting more diverse, not less. If your company is quietly reframing DEI but still investing in its principles—great. But if you're truly walking away from inclusive leadership, talent development, and cultural intelligence, understand that you’re also walking away from long-term business sustainability. Here are some articles I've written for more insights on this topic: 📌 Storytelling as Strategy: Reinventing DEI for Sustainability 📌 Beyond the Checkbox: How Bridgestone Sustains DEI 📌 Rebranding DEI: The Key to Sustaining Inclusive Workplace Culture This isn’t about politics. It’s about business longevity. The organizations that stay relevant will be the ones that focus forward. Subscribe to my Let’s Thrive Together newsletter here on LinkedIn for more insights. #DEI #leadership #workforcestrategy #personalbranding #letsthrivetogether

Companies misinterpret the lack of diversity, missing an effect for a cause. This misstep leads them to misconstrue underrepresentation as the problem itself, overlooking the multifaceted realities that contribute to the lack of diversity: 1️⃣ 🧩 Bias & Stereotypes Unconscious biases and stereotypes navigate our decision-making processes, shaping perceptions and hindering the free flow of diverse talent within organizations. 2️⃣ 🧩 Limited Access to Opportunities Systemic barriers hinder the organic flow of diverse talents. Addressing this requires creating pathways that ensure everyone, regardless of background, has equitable access to opportunities for professional growth. 3️⃣ 🧩 Unfair Systems The systemic structures within your company may perpetuate inequality inadvertently and require a comprehensive overhaul to introduce transparency, flexibility, and accountability. 4️⃣ 🧩 Toxic Cultural Norms Cultural norms drive the subtle but powerful influences forming workplace culture. Diversity, equity, and inclusion are not just numerical goals but a call for a cultural evolution that rejects toxicity and embraces a culture where diversity is not just accepted (or tolerated) but celebrated fully. 👉 The path to authentic inclusion demands a shift in focus. By acknowledging the interconnected realities, companies can start navigating the true DEI landscape, addressing root causes and forging a more equitable and diverse future. ________________________________________ Seeking a fresh perspectives on Diversity, Equity, and Inclusion (DEI)? 📨 Join my free DEI Newsletter: https://lnkd.in/duxDH3Q7

The future of DEI will be less about visibility and more about proof. — Proof that fairness shows up in pay and promotions. — Proof that employees don’t just hear the message… they feel the difference. — Proof that lived experience is improving not just policies, programmes, or reporting. — Proof that line managers are making inclusion real. Every day. In every decision. New research from The Conference Board shows that while support for DEI remains strong globally, expectations are shifting. Around 7 in 10 employees across the US, Europe, and Asia still say DEI matters. But fewer are convinced it’s working. In the US, only half of employees say DEI initiatives improve their day-to-day experience — a clear sign that the focus is moving from activity to outcomes. Because DEI credibility doesn’t come from what organisations announce. It comes from what employees experience: Fair pay Fair progression Fair access to opportunity Leaders who act consistently when it matters. And the strongest signal of all? The behaviour of frontline managers. That’s where DEI becomes real or doesn’t. #DEI #evidence #credibilty

🇸🇾🇸🇹🇪🇲🇸 🇹🇭🇮🇳🇰🇮🇳🇬 This was the single biggest learning I took from my years as a #diversity and #inclusion practitioner at Google, thanks to my brilliant former colleague Dr. Myosha M. – who introduced the concept to me. And seeing Harvard Business Review spotlight it this month reminded me just how pivotal it's been in shaping my career. The article makes a clear point: many "innovations" create as many problems as they solve, because they're designed in silos. Plastics made life cheaper and more convenient – and created an ecological nightmare. Ride-sharing expanded access – and gutted livelihoods. Breakthroughs and design thinking alone can't handle wicked problems. That's where systems thinking comes in: zooming out to see interdependencies, ripple effects, and relationships before zooming in to act. And honestly, DEI are the definition of a wicked problem: complex, entwined, yet unresolved despite the best efforts of people with noble interests at heart. Too often, we see linear, surface-level fixes like: ‣ Rolling out #UnconsciousBias training hoping that alone changes culture; ‣ Announcing hiring targets without rethinking criteria nor shifting retention practices; ‣ Celebrating "heritage months" without shifting power or budgets. A systems lens flips that: ‣ Instead of just bias training → embed equity checks and accountability loops into promotion processes, feedback systems, and manager incentives; ‣ Instead of hiring targets → redesign career paths so that minoritised employees stay, grow, and lead; ‣ Instead of one-off cultural celebrations → rewire procurement, governance, and leadership pipelines to shift actual resources and decision-making power. The HBR piece – written by Tima Bansal & Julian Birkinshaw – outlines four moves that resonate deeply with DEI work: 1️⃣ Define a desired future state (equity not as a slogan, but as the organisation's actual vision); 2️⃣ Reframe problems so they resonate across stakeholders (it's not "fixing women" but redesigning systems of overwork, pay, and recognition); 3️⃣ Focus on flows and relationships, not just one-off events (think: sponsorship networks, not just mentoring matchmaking); 4️⃣ Nudge the system forward with experiments (pilots that test structural change, then scale). These may sound abstract at first, but they're actually more grounded and effective than the window-dressing that burns out practitioners and disappoints employees while fuelling anti-DEI rhetoric. Because here's the thing: equity work should never be a side project, something delegated to an amateur, or a PR play. It's inherently a system redesign. And once you see it through that lens, the work gets harder — but also genuinely transformative. 💬 Curious: looking at your own org's DEI efforts, which feel most aligned to #SystemsThinking? ⬇️ Link to the article in comments.

Inclusive leadership: are your managers falling behind? Imagine this: A manager in your organization organizes a team meeting. Around the table (a virtual one too) are team members with different perspectives, experiences and needs. Does the manager: ✅ Create space for every voice? ✅ Catch their own biases before they influence decisions? ✅ Show genuine curiosity about ideas they don’t yet understand? … Or does the pressure of their workload or uncertainty about how to lead inclusive meetings keep them stuck in "business as usual"? Juggling tight deadlines, team dynamics and strategic goals—all while navigating the emphasis on DEI -  it’s no wonder many managers sometimes feel overwhelmed, even as they genuinely want to do better. Inclusivity doesn’t happen by chance—it happens by choice. And your managers need the right tools, support and mindset to make that choice. So, how can you support them? Here are some strategies to help managers foster inclusivity: 1️⃣ Training and education: Provide DEI training for all managers, but not just those that "increase awareness and understanding". Choose ones that teach concrete tools, techniques and ways for behavioural change. 2️⃣ Tools: Equip managers in a couple of tools that will help them to create an environment where team members feel safe to speak up and share ideas. 3️⃣ Clear policies and procedures: Ensure that managers are trained in unbiased hiring, promotion and performance evaluation processes. 4️⃣ Inclusive team norms and open communication Encourage managers to establish inclusive team norms and regular one of ones to actively listen to their team members and consider diverse perspectives. 5️⃣ Regular check-ins: Schedule regular check-ins with managers to discuss their inclusion efforts, address concerns and provide ongoing support and resources. Here’s an idea for January: think of one specific thing you can do this month to empower your managers to lead more inclusively. What does ‘choosing inclusivity’ look like for you?

In my inclusive leadership workshops, there’s always a moment when it clicks for leaders—the instant they realise that inclusion isn’t a moral initiative but the foundation of employee engagement. That “aha” comes when they see inclusion through the lens of human motivation: safety, belonging, esteem, and purpose. When framed this way, DEI stops feeling like something they have to do and starts feeling like something they want to do. When framed as engagement, leaders understand that inclusion isn’t separate from performance—it is performance. It’s how we create the conditions where everyone contributes their best. And this framing isn’t just powerful in leadership training—it’s a strategic tool for DEI more broadly. By grounding inclusion in universal human needs, organisations can move beyond awareness and compliance toward cultures that actively motivate and engage all individuals—both under-represented and dominant group members. This approach provides a shared language that unites, rather than divides, tempering backlash and resistance, and making DEI a driver of engagement, innovation, and sustainable performance.

I’ve spent the past few days on calls and emails, helping leaders, HR professionals, and DEI practitioners figure out how to meet this moment without burning out.  It’s not uncharted territory—we’ve weathered years of upheaval, learning to adapt, keep things moving, and care for our teams. But it’s still hard, and it helps to remember that you don’t have to do it alone. Navigating this moment can feel like walking a tightrope. The issues demanding our attention seem endless. On the one hand, we’re expected to stay neutral, steering clear of politics at work, and on the other, staying silent when team members feel the real impacts of decisions can feel like letting them down. In moments like these, lean on the beautiful basics: ✅ Be a steady presence. You don’t need to have all the answers—no one does right now. What matters most is showing up for your team with care and consistency. Build trust and show them you’ll figure out whatever comes next together. ✅ Lean into your workplace rhythms. Every team member should know that a safe work environment is a priority—a place where they can turn, be heard, and find support—while respecting that some may choose to opt-out. If statements are your thing, go for it. It doesn’t have to be a big production. Use meetings, check-ins, or 1:1s as intentional moments to listen and connect. A simple "How can I support you?" or a thoughtful note can go a long way. ✅ Be clear about safety and well-being. Let your team know it’s OK (and encouraged) to step away, recharge, and care for themselves or their families. Be equally clear that harm to co-workers won’t be tolerated. Revisit your shared values and code of conduct (or create one if missing). If formal benefits aren’t available, small gestures—like gift cards, mindfulness breaks, or a fun playlist—can boost energy and lift spirits for those feeling worried, disengaged or burned out. ✅ Don’t forget about you. “You can’t pour from an empty cup” is a saying for a reason. Set boundaries, ask for support, and prioritize your well-being. You’re modeling what care and balance look like for your team. If your organization’s values and principles feel unclear, let this be your signal to take stock. Your team is paying attention. Show up with confidence, heart, and a steady presence. You’re not just navigating a moment; you’re shaping the conditions for your team to thrive. That’s powerful, meaningful work—and it starts with you. How are you showing up for your teams right now?

🤦♀️"What is the minimum extent of flexibility we can get away with?" 😩“Is “equity” a suitable organizational goal?” 🤦♂️"What work roles suit which demographic groups?" 😖 "Are disability accommodations really necessary?" Sadly, organizations often end up tangled in “diversity debates” that reflect the lack of understanding of a fundamental issue: the inalienable #dignity of every person. Dignity isn't something you grant or withhold; it’s the DNA of our shared humanity. Dignity isn't a favor we may or may not bestow; it’s a reality we must honor. What if our focus shifted from buzzwords and checkboxes to the essence of dignity? Dignity-focused diversity isn’t about compliance; it’s about doing what’s right. And what is right - creating an environment where everyone can thrive – is also the key to sustainable productivity and organizational thriving. Focus on human dignity is also a focus on maximizing long-term organizational success by maximizing the talent pool, wellbeing, engagement, and #creativity. When we look through the dignity lens, exclusion isn’t just wrong—it’s unthinkable. In a world where dignity is the starting point, there's no room for practices that sideline or diminish anyone. #Inclusion is the natural outcome of recognizing each person’s inherent value; it is the only option. So, let’s reframe the DEI conversation. #Diversity, equity, and inclusion are inextricably linked to human dignity. And that means moving from compliance to commitment, from tokenism to true inclusion, from diversity-washing outdated #management practices to systemic change. In the end, it’s simple: humans matter. And what we do with this understanding matters.