In recent months, we’ve seen an unsettling trend of companies rolling back their Diversity, Equity, and Inclusion (DEI) programs/policies. While these decisions are often framed as a shift in priorities or an effort to address "wider issues," I offer a question: Are we rolling back the practices that created the need for DEI policies in the first place?
It’s disheartening to watch progress unravel under the guise of “moving forward.” The systemic inequalities that created the need for DEI initiatives have not disappeared. If anything, these rollbacks are a reminder how fragile progress is and how misunderstood DEI actually is.
DEI: More Than Just Black and White
There is a persistent and misguided perception that DEI efforts are primarily focused on addressing issues affecting Black Americans. While the struggles of Black Americans are a major part of the conversation, DEI covers a much broader range of issues, including:
Disability inclusion: Ensuring accessible workplaces and opportunities for individuals with disabilities.
Ageism: Protecting against discrimination based on age, especially for older employees.
Socioeconomic barriers: Creating pathways for individuals from low-income backgrounds.
Veterans' rights: Supporting those who have served in the military as they transition to civilian life.
Religious inclusion: Safeguarding individuals' rights to express their faith without fear of discrimination.
DEI isn’t a one-size-fits-all approach; it’s a diverse effort to support anyone who has been marginalized or undervalued. However, critics often oversimplify it, using fear and misinformation to undermine its purpose.
The Fear of a Black Planet
A harmful narrative driving this backlash is the “fear of a Black planet”—the belief that DEI prioritizes Black Americans over everyone else. This fear, often rooted in racial bias and misinformation, overlooks a key fact:
The biggest beneficiaries of Affirmative Action and other DEI policies have historically been White women.
This isn’t speculation; it’s a well-documented truth. Programs designed to level the playing field have had far-reaching benefits, particularly for White women, who have gained access to educational and professional opportunities previously denied to them. Yet, when DEI is criticized, the focus almost always shifts to race, creating the false narrative that these initiatives are exclusionary rather than inclusive.
Rolling Back Progress
By rolling back DEI policies, companies are ignoring the inequalities these policies aimed to fix, showing that avoiding discomfort matters more to them than making real change.
Here’s the hard truth: rolling back DEI doesn’t eliminate ableism, racism, sexism, or ageism. It doesn’t remove barriers for veterans, people with disabilities, or those from low-income backgrounds. Instead, it leaves organizations supporting the status quo.
A Call to Action
As we navigate these challenging times, we must resist the temptation to become complacent. DEI isn’t just a policy—it’s a practice, a mindset, and a commitment to doing better. It’s about recognizing that fairness isn’t a zero-sum game and that creating opportunities for one group doesn’t take away from another. It’s time to ask ourselves hard questions:
If DEI policies are being rolled back, what’s replacing them to tackle the inequalities they addressed?
Are we prioritizing the appearance of fairness over real equity?
How do we prevent the rollback of DEI from undoing progress for marginalized communities?
DEI isn’t perfect, but it’s necessary. Its rollback should alarm anyone who believes in the principles of equality, opportunity, and justice. Because without it, we’re not moving forward—we’re falling back.