In today’s charged political environment, many executive leaders are reevaluating how to advance diversity, equity, and inclusion (DEI) without exposing their organizations to legal or reputational risk. The challenge isn’t whether to continue DEI efforts, but how to adapt them thoughtfully and strategically. This checklist offers a practical framework to help executives navigate this complexity, align DEI with business goals, and sustain inclusive practices in a climate of heightened scrutiny.
1. Assessing Legal and Reputational Risk
- Engage legal counsel to clarify what remains legally permissible under federal and state laws.
- Audit current DEI initiatives to ensure compliance without unnecessary risk exposure.
- Distinguish between real legal constraints and fear-driven assumptions.
2. Strategic Language Adjustments
- Consider alternative language for DEI efforts that focuses on inclusion, access, and workplace excellence.
- Ensure all programs are open to all employees while still addressing disparities.
- Move away from divisive terminology while maintaining the core mission of inclusion and fairness.
3. Reinforcing the Business Case for DEI
- Reframe DEI as a business imperative linked to innovation, decision-making, and employee engagement.
- Highlight data-driven benefits of inclusion, including higher performance, lower turnover, and stronger market positioning.
- Showcase industry examples (e.g., McKinsey, Costco) of companies sustaining DEI commitments successfully.
4. Strengthening Internal and External Communication
- Provide clear messaging to employees on why inclusion remains critical to the organization’s success.
- Communicate externally with a measured, values-driven approach that avoids unnecessary political exposure.
- Maintain transparency in actions to prevent misunderstandings or reputational damage.
5. Long-Term Resilience and Adaptability
- Stay informed on legal challenges and evolving political landscapes.
- Monitor how peer organizations are adapting their DEI strategies.
- Prioritize sustainability—avoid short-term decisions that could have long-term consequences on culture, recruitment, and brand loyalty.
For a deeper look at how top executives are navigating these challenges, explore the insights we’ve gathered from leaders across multiple organizations in “How Executives Can Sustain DEI Amid Political and Legal Pressure.” Learn how we can help you create an actionable strategy in our Risk, Reputation and Resilience Executive Workshop designed specifically for your organization.
Kurt Merriweather, CDE, is an accomplished product strategist and business executive. He is co-founder and Vice President of Marketing & Innovation at The Diversity Movement. Connect with him on Linkedin.
