The reversal of diversity, equity, and inclusion (DEI) efforts in some organizations has evoked a range of emotions—frustration, relief, confusion, and everything in between. For many employees, it’s disheartening to see progress stall. Yet, for others, particularly those who felt sidelined during the rise of DEI initiatives, this shift may come as a source of validation or even excitement.
This dynamic underscores an essential truth: Power dynamics in the workplace are never static. Over the past few years, employees with marginalized identities experienced some degree of power as their perspectives were centered and inequities were addressed. Simultaneously, many with majority identities—often white, male, or both—felt a sense of othering, a disorienting role reversal that echoed what marginalized groups had endured for decades. Now, as the pendulum swings again, we’re left to navigate this complicated terrain.
The question isn’t just about how we react to these changes but about how we move forward together. How do we create spaces where no one feels left behind, sidelined, or othered? Here are seven ways employees can support themselves and each other during this time.
1. Acknowledge Different Experiences
One of the most important steps is recognizing the diversity of experiences within your organization. For some, DEI efforts brought long-overdue acknowledgment and empowerment. For others, those same efforts may have felt exclusionary or like a loss of standing. Both realities can coexist, and dismissing one perspective in favor of another only deepens divisions. Take time to listen to colleagues whose experiences differ from your own. Understanding where others are coming from—whether they’re grieving the rollback of DEI initiatives or relieved by it—builds empathy and a foundation for collaboration.
2. Focus on Shared Goals
At their core, DEI initiatives were always about creating workplaces where everyone could succeed. That goal hasn’t disappeared, even if the approach has shifted. Look for opportunities to align around shared values, like fairness, respect, and collaboration, rather than focusing solely on differences. For example, conversations about equitable practices can happen without being framed as “DEI work.” Inclusive meetings, transparent communication, and equitable career growth pathways benefit everyone, regardless of identity.
3. Strengthen Peer Connections
Whether your company’s DEI initiatives are thriving or retreating, relationships among employees remain a powerful tool. Building informal networks of support can sustain a sense of community even when official programs falter. This might mean gathering for conversations about inclusion or simply checking in on one another regularly. Remember, creating a supportive culture doesn’t require formal titles or budgets. It starts with how we treat one another every day.
4. Reflect on the Push and Pull of Power
The power dynamics we see today are a reflection of years of imbalance. As some employees from historically marginalized groups experienced their stories being centered, others felt sidelined. Now, as the pendulum swings, there’s an opportunity to reflect on what balance truly looks like. Instead of framing these shifts as a zero-sum game, we can aim for a workplace where everyone feels valued and seen. This means acknowledging past inequities without creating new ones. It’s not about one group “winning” over another—it’s about learning how to share power in ways that uplift everyone.
5. Keep Learning
Education doesn’t have to stop because programs are paused. Take the initiative to read, watch, and engage with resources that broaden your understanding of equity and inclusion. Share these with colleagues who are open to learning, and encourage discussions that deepen mutual understanding. Crucially, this learning should also include reflecting on the experiences of those who felt othered during the rise of DEI initiatives. Understanding these perspectives is vital to creating a workplace where no one feels excluded.
6. Create Psychological Safety
A psychologically safe workplace is one where people feel free to share their thoughts without fear of judgment or retribution. Whether DEI is officially prioritized or not, you can foster safety by inviting all voices to the table, practicing active listening, and respecting differing opinions. Psychological safety doesn’t mean everyone agrees—it means everyone feels heard. This is especially important in environments where people might be hesitant to share their thoughts, whether out of fear of backlash or simply because they’re unsure how their views will be received.
7. Embrace the Long View
Cultural shifts, like workplace DEI efforts, are never linear. They move in fits and starts, marked by progress, setbacks, and the resilience of those who believe in their value. While this moment might feel like a step back, it’s a reminder that meaningful change requires persistence and adaptability. As you navigate this moment, focus on what you can control—your actions, your relationships, and your commitment to building a workplace that values everyone. The pendulum will continue to swing, but the way we show up for each other can create a lasting legacy.
Closing Thoughts
Workplaces are microcosms of the larger society, and they reflect the same tensions, aspirations, and conflicts we see around us. The rollback of DEI efforts doesn’t have to mean the rollback of our commitment to inclusion. By acknowledging differing experiences, strengthening peer connections, and taking a long view of change, we can ensure that progress isn’t lost—it’s simply taking on a new form. The work of inclusion is ongoing. It’s messy, imperfect, and often uncomfortable. But it’s also deeply human. And when we approach it with empathy, courage, and a willingness to learn, we create workplaces that truly work for everyone.