How we talk about DEI is important. How we do the work of DEI, to actually achieve #diversity, #equity, and #inclusion, is far more important. As we head into 2025, I'm hearing a lot of buzz from well-meaning practitioners looking for ways they can rebrand the DEI status quo of one-off trainings, zero-budget lunch and learns, and volunteer burnout-inducing cultural celebrations so that they can continue with their workplace's business as usual under a new name. There is no rebrand in the world that can save ineffective practices. Long before this latest wave of backlash, practitioners leading this work have pushed for organizational DEI to become more accountable, measurable, and impactful. We've all seen organizations with rampant discrimination in promotion and hiring, with broadly inaccessible facilities, websites, products, and services, with toxic workplace cultures lacking respect, value, or safety for those in them, and with leadership teams leading with neither trust or transparency...boasting about their underfunded, poorly-attended, and undersupported DEI events to show their "commitment" to this work. If that's the status quo you're trying to save, forget about it. 🎯 Effective DEI work in 2024 was rigorous, measurable, and principled. It sought to identify problems before (not after) prescribing solutions, with the goal of improving diversity, equity, and inclusion outcomes. 💥 That same work in 2025 will look like strategic human-centered interventions with pre- and post-measurement to identify progress—or lack thereof—toward removing barriers to thriving in the workplace. 🎯 Effective DEI work in 2024 was systems-focused, not stopping at individual-level solutions like coaching or training, to root out systemic biases enabling homogeneity, inequity, and exclusion at scale. 💥 That same work in 2025 will look like organizational development and change management, to ensure that policies, processes, and practices across every workplace are enabling everyone to succeed. 🎯 Effective DEI work in 2024 was rooted in the collective, drawing on allyship between different identity groups to lend our collective power, influence, and resources to each other's causes. 💥 That same work in 2025 will look like coalition-building and organizing for mutual benefit, building trust between people from differing backgrounds to push for a better status quo that benefits everyone. When we give into fear and go on the defensive, we risk losing the creative edge we need to imagine a world better than the one we're familiar with. 2025 might be a hard year for DEI, yes. But the good, hard work behind it isn't going anywhere, not if practitioners stay focused on the impact we're working to achieve and continue honing our craft. Stay sharp, folks.
Such a great post. I'm thinking less of a rebrand and more a 'reframe' ;-) I was reminded in a client workshop yesterday and calls with clients earlier in the week that DEI has become a shortcut for a lot of things and the message, the intent, the outcome that we're all driving towards sometimes gets lost for people who are not as close to DEI as the practitioners. So I think the challenge is how we go back to basics, not necessarily rebrand, but spell out what DEI means in very practical terms.
I couldn’t agree more that there’s no rebrand that can salvage ineffective practices - and that 2025 needs to be a year of sharpening, not retreating. Hard times have a way of forcing us to evolve, grow, and strengthen our approach. Now more than ever, we need to ensure that our DEI work isn’t just principled but impactful. That means asking tough questions: What outcomes are we trying to achieve? How do we know if what we’re doing is working? We need to demonstrate the value of this work in ways that are impossible to ignore or deny. 2025 will no doubt be challenging, but it’s also an opportunity. Let’s lean into the work that delivers real impact - for people and for organizations - and build a foundation that can’t be dismantled.
I’m not stopping!! I’ll fight for this work till my last breath!
Absolutely agree, D&I isn’t about optics or rebranding; it’s about impact. The practices that got us here won’t take us forward, especially if they’ve been ineffective or performative. True change requires moving beyond surface-level efforts to focus on systemic transformation, measurable outcomes, and collective accountability. 2025 needs to be the year we double down on doing DEI work that matters: Centering strategic, human-centered interventions that address barriers at their root.Measuring progress rigorously to ensure actions are driving meaningful change. Building coalitions and trust across diverse groups to push for a better, more inclusive future.
This post is everything. You’ve captured the core issue: DEI doesn’t need a rebrand—it needs accountability and action. The call-out on performative efforts like lunch-and-learns and underfunded events hits hard because it’s painfully accurate. Too many organizations cling to surface-level efforts while ignoring systemic inequities baked into their foundations. It’s exhausting for practitioners, demoralizing for employees, and ultimately, a waste of potential. Your focus on rigor and measurability in DEI is a breath of fresh air. As Kendi says in How to Be an Antiracist, “The heartbeat of racism is denial. The heartbeat of antiracism is confession.” We need workplaces brave enough to admit where they fall short and committed enough to measure and address the gaps. 2025 can absolutely be a turning point if we embrace the real, hard work of systemic change—strategic, human-centered, and coalition-driven. DEI done right isn’t a trend; it’s the foundation for the future of work 👏
We can start by inviting the other “half” in and recognizing that human-centric and inclusive design also means actively and respectfully including the people behind the backlash in the solution design. If we can’t have safe spaces to genuinely challenge the impact and effectiveness of changes, they won’t last. The value of diversity of thought and experience goes both ways. Just like those who experience barriers need to be involved in designing the systems to dismantle them, those who theoretically benefit from the barriers must also be involved to help identify unintended consequences and move towards an approach where great is defined as reducing barriers without harming or being perceived to harm anyone else in the process.
Thank you so much for this, Lily! So looking forward to increased accountability. And so tired of this: "We've all seen organizations with rampant discrimination in promotion and hiring, with broadly inaccessible facilities, websites, products, and services, with toxic workplace cultures lacking respect, value, or safety for those in them, and with leadership teams leading with neither trust or transparency...boasting about their underfunded, poorly-attended, and undersupported DEI events to show their "commitment" to this work. "
The community that when we look at how Indigenous peoples lived from a foundation of self-actualization and everyone in their tribe was cared for no matter their age or role is a solid demonstration for us to create new systems. Folks have done some of their individual work, but few are really tapping into the collective work. I see coalition building a way we can scaffold for this next phase + cycle.
Greatly appreciate these concrete action steps for sustainable DEI using measurable, system-level approaches. To me it’s a flywheel of education, practice/reinforcement, accountability and trust.
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5dLily Zheng Thank you for your advice so critical especially when so many are scared to enter into 2025. What would you say those DEI consultants who are not in a position to make a choice to go on attack mode and are leading with fear because they don't have money to pay the bills and keeps the lights on 💡