In the first month of Donald Trump’s presidency, he has used executive orders and agency actions to target diversity, equity, and inclusion (DEI) programs in the government, educational institutions, nonprofits, and businesses. This broad-based attack on programs that have sought to elevate issues like racial justice, gender equality, LGBTQ+ rights, and accommodations for people with disabilities has left many in the private sector fearful that they might suffer consequences if they continue their work to address these disparities in their work environments.
To stop this work would be a dire mistake. Organizational leaders should not abandon their principles in the face of unconstitutional threats from the federal government. The Trump administration aims to intimidate. By loading up threats to all manner of organizations who dare to address racial justice, LGBTQ+ rights, and other issues, the Trump administration hopes that many will simply cow to the pressure and give up their DEI programs, missions, and values statements without a struggle.
The First Amendment protects the rights of individuals and businesses to express themselves and associate with various groups or ideologies without government interference. Recent executive orders that compel federal agencies to investigate private corporations and individuals who may be implementing DEI programs — and then potentially expose them to punishments—smacks of McCarthyism and some of the darkest days in our nation.
As fear has traveled through our communities, there are real consequences to consider if organizations drop certain aspects of their mission or programming. Whether it is a domestic violence shelter determining whether they could still service transgender clients, or a local business fearful of continuing to include racial justice in its mission and values statement, these decisions could lead to a loss of service for some of our most vulnerable communities.
More troubling still is the awareness that the Trump administration seeks to erase those very communities from public life altogether. Those who doubt that goal can look no further than the federal government’s recent removal of transgender activists’ participation in the landmark Stonewall uprisings’ national monument website. By erasing vulnerable communities from our past and present, we gravely risk their ability to survive and thrive in the future.
Forcing companies to ban diversity, equity, and inclusion policies is not just unconstitutional, it’s bad business. Make no mistake, eviscerating DEI programs will also likely increase complaints of discrimination, leading to more workplace issues, lower productivity and needless civil rights violations.
Over a decade ago, I received my M.A. in Diversity Management through an executive-style program that sought to inform participants on the business case for diversity, and to equip us with evidence-based interventions for corporations. I had always believed that diversity, equity, and inclusion programs were the right thing to do, but this program showed me it was also a smart and profitable thing to do.
DEI programs have decades of data showing they work to make more inclusive and supportive workplaces, which increases efficiency, productivity, and creativity. These programs also help elevate staff from historically marginalized communities into leadership positions by investing in their professional development and ensuring that the work environment will support their leadership. Inclusive leadership allows for staff from marginalized communities to devise programming and effectively outreach to their own communities, increasing the organization’s effectiveness and reach.
The federal government seeks to undo all this positive work and simply go back to making non-discrimination laws — the absolute bare minimum any organization should adhere to— good enough. But years of seminal work in developing and implementing DEI programs has shown that in order to achieve greater cohesiveness and support those who come from historically marginalized communities, we must do far more than the bare minimum. Now is the time to invest more fully in diversity, equity, and inclusion work rather than scale back.
Business, education, and non-profit leaders must not shrink from our shared mission to stand for justice and equity in our communities. It is just in these times, when our most cherished principles are under attack from powerful critics, that we must deepen our resolve and commit to that which we know is right.
