In 2025, the conversation around Diversity, Equity, and Inclusion (DEI) is louder, and more fraught, than ever.
We’re witnessing a sharp uptick in public scepticism, political resistance, and even legal challenges to DEI programs. Economic pressures have made many organizations re-evaluate “non-core” initiatives. In the U.S., lawsuits and state-level legislation have caused some companies to retreat from once-visible DEI commitments. Globally, the landscape is complex and uneven, with significant corporate DEI retreat observed in some regions.
But here’s a reframing worth considering:
The DEI Backlash: A Sign of Shallow Roots?
In many cases, backlash emerges where DEI efforts have lacked depth, clarity, or connection to business purpose. Performative messaging, checkbox training, or generic strategies often leave both leaders and employees unsure of the “why” — making programs vulnerable to anti-DEI agenda and political winds.
This isn’t new. As DEI strategist Lily Zheng notes, “The backlash we’re seeing is a reaction not to DEI done well — but to DEI done poorly, without trust or accountability.” (HBR, 2023). This highlights the need for a stronger business case for DEI.
Turning Backlash into Opportunity
Here’s the opportunity in front of us: to shift from compliance-driven DEI to values-driven inclusion; from slogans to substance.
Inclusion isn’t a political checkbox. It’s a business necessity and a cultural foundation. Recent global studies continue to affirm this. According to a 2024 report by Catalyst, inclusive leaders are 4.5 times more likely to inspire high-performing teams. And McKinsey’s own research, while sometimes overused, still shows a clear correlation between diversity at the leadership level and financial outperformance.
But we need more than numbers now. We need to reconnect DEI with shared purpose, empathy, and courageous leadership.
Back to the Why: A Rooted DEI Approach
So how do organizations move forward and overcome DEI resistance? Here’s what “Back to the Roots” might look like:
Start with your leadership: Why did inclusion matter in the first place? If it was about fairness, innovation, or reflecting your customer base, say so. Ground your DEI strategy in your company’s DNA.
Data is vital, but it’s not the full story. Bring real voices into the room; employees, customers, communities, to humanize the work. This builds credibility and resilience against criticism of DEI.
Instead of relying on standalone initiatives, integrate inclusion into leadership development. Leaders who know how to listen, adapt and foster psychological safety will drive lasting change, and shield against DEI backlash.
When faced with resistance to DEI, avoid defensiveness. Instead, create space for thoughtful discussion. As DEI consultant Minal Bopaiah puts it: “Pushback can be a signal that people are engaging. The key is how we respond.” This is crucial for navigating DEI challenges.
Inclusion Is Not Optional
The road ahead may be turbulent but that doesn’t mean we hit the brakes. It means we hold the wheel with greater intention. The most resilient organizations will be the ones who go back to their roots, clarify their “why,” and move inclusion from the periphery to the core. This is key to the future of DEI.
Because inclusion, at its best, is not a “program.” It’s a way of leading, deciding, and being. And in a world of division, that leadership is needed now more than ever.
Want help re-rooting your DEI strategy?
Our Pluribus team helps organizations design inclusive leadership experiences with integrity, insight and impact. Get in touch with us to explore what that could look like in your region.
Written by Magdalena Sáenz, Business Development Manager and Senior Facilitator at Pluribus