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Diversity, Equity, and Inclusion (DEI) initiatives have become a major focus for organizations seeking to create more inclusive and equitable workplaces.
While some companies, like Salesforce and PayPal, have embraced efforts to drive positive change, others, like Tractor Supply and John Deere, are backing away from DEI altogether. In contrast, companies like Meta, Google, and Microsoft have quietly dialed back their DEI efforts. Microsoft, for instance, claims its commitment to Diversity and Inclusion (D&I) remains unchanged, yet this ignores the broader concept of Equity.
This raises concerns about the future of workplace culture—and, more broadly, about humanity. Moving away from DEI may signal to others that the company is moving away from kindness, respect, and inclusion. Without these guiding principles, organizations can struggle to connect with team members and balance the needs of diverse groups while maintaining their values and integrity.
The roots of DEI trace back to the Equal Employment Opportunity Commission (EEOC), created in 1965. However, DEI, a now widely used acronym, didn’t gain traction until the 1990s. Following George Floyd's death in 2020 and the subsequent civil unrest, DEI efforts surged in prominence, but some organizations ramped up these initiatives without the necessary groundwork to integrate them into company culture.
This “all-in” approach often led to confusion and backlash. Employees were left wondering what would come next or how initiatives would be sustained. Now, as some companies scale back or move away from DEI entirely, employees are once again left uncertain. Will their workplace continue to foster an inclusive environment?
These dramatic swings—where the “volume” on DEI is either turned all the way up or all the way down—can destabilize workplace relationships and create a sense of inconsistency.
When DEI is treated as a standalone initiative, separate from a company's everyday culture, it can feel forced and inauthentic. This leaves businesses with a difficult choice: scale back and risk alienating the very groups DEI was designed to support, or maintain the initiative and face backlash from those who feel it’s overdone.
In either scenario, the company ends up stuck. Abandoning DEI can feel like abandoning kindness and empathy—signaling that the organization no longer values respect, inclusion, or fair opportunities for all.
DEI doesn’t need to be an all-or-nothing endeavor. Rather than overwhelming employees with rapid, sweeping changes, organizations can build inclusivity gradually by embedding kindness, respect, and equity into everyday interactions.
This slower, more thoughtful approach allows DEI to grow organically, becoming part of the company’s DNA rather than a box to check off a list. When inclusivity is woven into daily practices, the workplace becomes a space where diversity, equity, and inclusion are lived, not just talked about, in a way that is authentic to the organization rather than a cookie-cutter approach.
Leaders who embrace balance will foster connection and understanding through small, intentional actions. These actions may seem minor, but over time, they create a friendly and welcoming environment where everyone feels they can be authentic without fear of exclusion.
Ultimately, DEI isn’t about checking boxes or making sweeping policy changes. It’s about creating a workplace where everyone feels valued and respected. Kindness should be the foundation of any DEI effort—treating others with empathy, patience, and understanding.
By focusing on balance and steady progress, companies can create truly inclusive workplaces where employees from all backgrounds feel welcome. Moving too fast or pulling back too far can be harmful, but a balanced, human approach leads to lasting change.
The key is not to turn the volume up or down on DEI—but to find the right rhythm. With kindness as the guide, organizations can build environments that are not only diverse but also genuinely inclusive and equitable for everyone.
Content provided by Q4intelligence
Photo by Jacob Lund