How to stay true to inclusion when the news is filled with anti-DEI orders

Lately, you may have noticed headlines about anti-DEI executive orders. While these orders are aimed at the federal government and don’t directly affect companies, they can make anyone who cares about inclusion feel uneasy. 

If your organization is serious about creating a fair and welcoming workplace, now is a good time to review and refresh your strategy. Let’s chat about some practical ways to stay focused on your values and navigate these challenging headlines.

Reassure your team that inclusion is legal

First things first, it’s important to remind everyone that diversity, equity, and inclusion work is completely legal. In an email interview, Working IDEAL’s Jenny Yang and Pamela Coukos shared with me that no executive order can stop private employers from advancing equal opportunity under Title VII of the Civil Rights Act of 1964. In simple terms, if your DEI strategy is about creating a fair workplace without giving tangible preferences to one group over another, you’re in the clear.

Take a moment to review your programs with your legal counsel. This will help you adjust any practices that might seem risky, like hiring quotas or mandatory training that could be misinterpreted. A quick check can reassure your team and help you move forward confidently.

Be clear about your DEI intentions

Your employees look to you for guidance. In today’s fast-paced world, assumptions fill in the gaps when information is missing. That’s why it’s a good idea to make a clear statement about your organization’s commitment to inclusion.

For example, you might say, “At our organization, we care deeply about creating a workplace where everyone feels valued and can thrive.” No need for jargon—simple, honest language goes a long way. Leaders at companies like Costco and Cisco have already set the tone by speaking openly about why inclusion matters, and that kind of clarity builds trust both inside and outside the company.

Prepare talking points for your leaders

In a time when DEI is often in the spotlight, it helps to be ready with a few friendly, clear talking points. Equip your managers and team leaders with simple responses that highlight your organization’s commitment. For instance, they might say:

• “We are committed to inclusion because it helps us attract the best talent and better serve our community.”
• “Our focus on fairness and belonging drives innovation and strengthens our team.”

By having these talking points at the ready, your leaders can confidently address questions from employees, the media, or even casual conversation. This preparedness shows that you are proud of your commitment and ready to discuss it openly.

Reset the narrative around DEI

A lot of the current debate around DEI comes from misunderstandings. It’s not about setting quotas or forcing anyone into a box—it’s about educating our teams and creating an environment where everyone can succeed. Instead of getting tangled in polarizing language, consider framing your approach around ideas like fairness, belonging, and the value of diverse perspectives. When you do this, it’s easier for people to see that DEI work benefits everyone, not just a select group.

Show the cost of exclusion

It might sound a bit business-like, but sometimes numbers speak louder than words. Studies show that companies can boost global profits by billions of dollars when they have more inclusive work cultures. Think of it this way: Excluding great talent because of outdated practices costs more in turnover, lawsuits, and missed opportunities than investing in a fair workplace ever could.

The return on investment for DEI can be hard to measure but it is not impossible. By showing the tangible benefits of inclusion, you can make a strong case that your DEI efforts are not only the right thing to do but also smart for business.

Take a proactive approach

According to a recent study by Resume.org, 87% of companies are committed to including DEI initiatives in their workplaces. Instead of waiting for critics to question your commitment, why not take charge of the conversation? Consider hosting an event, writing a blog post, or issuing a press release that shares your organization’s success stories around inclusion. When you speak first, you set the tone and frame the narrative on your own terms. It’s a chance to show that you’re not just reacting to anti-DEI headlines, but actively building a better future for your team.

Use your voice for change

Many people trust businesses to lead social change. If inclusion is a priority for you, use your influence to push for policies that support fairness in the broader community. Whether it’s by lobbying local lawmakers or partnering with other organizations, standing up for what you believe in can make a difference beyond your own company. 

For instance, Salsforce recently threatened to leave Indiana over legislation that would harm the LGBTQ+ community. Thanks in part to the company’s involvement, the law didn’t pass.

In the end, anti-DEI executive orders are just one piece of the bigger picture. They do not directly impact your organization if you’re committed to doing the right thing. By reassuring your team, communicating clearly, preparing thoughtful responses, and taking proactive steps, you can keep your focus on building a truly inclusive workplace. Remember, saying no to outdated practices isn’t a rejection—it’s a redirection toward a future where fairness, respect, and inclusion guide every decision.

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