As a Black woman who has navigated both corporate spaces, non-profits and the community, I’ve witnessed firsthand the powerful impact that diversity, equity, and inclusion (DEI) can have on individuals, organizations, and entire industries.
We’ve fought for these changes—sometimes against great resistance—and we’ve seen real progress. But right now, we are facing a new set of challenges. The current administration’s pushback against DEI efforts threatens to roll back much of what we’ve worked so hard to build.
As a Black professional and an advocate for change, I see this moment as an opportunity to renew our commitment to fighting for fair and equitable workplaces for all marginalized people, including Black, Indigenous, and People of Color (BIPOC), as well as women, LGBTQ+ individuals, people with disabilities, and those from economically disadvantaged backgrounds.
The Reality of the Pushback
For those of us who grew up in the ‘hood or in communities where opportunity seemed scarce, DEI programs represented a lifeline — a promise that the workplace could offer a level playing field, regardless of race or background. These efforts weren’t just about political correctness; they were about breaking down systemic barriers and creating space for BIPOC professionals to thrive.
But the current administration has brought a wave of opposition to these efforts. The rollback of key DEI mandates, particularly within government contracts, poses a serious threat to the progress we’ve made.
It’s not just the government’s policies that are at stake — many companies that once proudly championed diversity are now reconsidering their commitments. We are seeing organizations that were once aligned with DEI, like major tech companies (Google, Microsoft, and Apple, to name a few), backpedal in response to the administration’s stance. It’s a troubling trend, and it leaves many of us wondering: What now?
The Community’s Role in Defending DEI
Let me be clear: this pushback is not just a political issue; it’s a deeply personal one for BIPOC (Black, Indigenous, and People of Color) employees across the country. DEI programs were never just about “filling quotas” or appeasing the government — they were about giving us a fighting chance in a world that too often tells us we’re not enough.
Whether it’s through initiatives for fair hiring, anti-bias training, or mentorship programs, these policies are critical to ensuring that our voices and talents are recognized in spaces that have long overlooked us.
But now, we are faced with the challenge of protecting what we’ve worked for. As BIPOC professionals, we have always been at the forefront of change. From our communities to the corporate boardrooms of Silicon Valley, we’ve fought for what we deserve. Now is the time to lead again—not just in our workplaces but in our communities, holding organizations accountable and demanding that they continue to prioritize DEI.
We cannot let this administration, or any organization, dictate the terms of our inclusion. We know what happens when we let our guard down. We’ve seen it time and time again in our communities when progress is slow or rolled back — the impact isn’t just felt on paper; it’s felt in the lives of real people, like us.
What Organizations Can Do: Walk the Walk
To organizations that are reconsidering their commitment to DEI: know this—true diversity isn’t just about numbers; it’s about action. It’s about fostering environments where Black employees don’t just occupy space, but are given real opportunities to lead, to innovate, and to thrive. Just because the government may be scaling back on its DEI efforts doesn’t mean your responsibility to your employees has changed.
Take a look at companies like Ben & Jerry’s and Costco, which has continued to speak out about racial justice and inequality even when it wasn’t convenient. These organizations understand that DEI isn’t a trend — it’s a responsibility.
If you are a company that values your BIPOC employees, show it through your actions. Support policies that prioritize BIPOC talent, mentorship, and career growth. Continue your commitment to equity and inclusion, regardless of external pressures.
A Call to Action: It’s Time for Us to Lead
To my fellow Black professionals and community members, now is the time to rise up and take action. We’ve seen how quickly progress can be undone, but we also know how powerful our collective voice is when we stand together. Whether you’re working at a Fortune 500 company, a small business, or in the streets advocating for justice, you have a role to play in defending DEI.
Start by holding your organization accountable. If you’re in a leadership position, don’t back down. If you’re an employee, use your voice to demand that DEI initiatives remain a priority. Our communities need us, and our workplaces need us. We have the power to change the narrative, and we have the power to ensure that DEI remains at the forefront of workplace culture.
We can’t afford to let this moment pass. For our children, for our communities, and for the future of BIPOC Employees everywhere, we must continue to fight for inclusion, fairness, and equal opportunity.
Let’s keep pushing forward. Let’s keep leading. And let’s make sure that every BIPOC person in this country, from the corporate offices to the blocks we grew up on, knows that we are valued, we are seen, and we are here to stay.
