Standing with DEI Leaders

A critical moment for DEI

The conversation around Diversity, Equity, and Inclusion (DEI) in business is at a complex inflection point. Trump’s ‘DEI backlash’ has seen many organisations scale back their plans, citing concerns about free speech, meritocracy, distraction from core business and legal risk. 

Others have reaffirmed their commitments to DEI as a key driver of innovation and creativity; trust and engagement; problem-solving and decision-making; attracting and retaining top talent; employee wellbeing and ethical business practice.

This is a high-stakes moment where the discussion is becoming increasingly polarised and in the midst of the rhetoric and political arguments is a deeply human experience.

The human experience for DEI leaders

At Kin&Co, we are hearing from many DEI leaders who are determined to protect hard-won progress, prevent non-inclusive, unsafe or intolerant behaviour from being normalised and create lasting impact for their people and organisations.

But they are also feeling overwhelmed and burnt out as they face new questions around the business case for DEI, shifting expectations around impact data, challenges around bringing leaders and teams with them, and cuts to their resources. 

“I am exhausted at the thought of going back to how things used to be. I know I need to keep going – I just don’t know where I am going to find the energy.”  DEI Leader

It is no surprise that not everyone feels safe or equipped to step forward and face the personal and professional risks they may face in doing so.

You are not alone – the power of connection

Kin&Co remains deeply committed to our core belief that DEI is at the heart of successful and thriving organisations. We recognise that DEI leaders may feel alone, fearful or exhausted. So at this moment, we want to stand alongside them. Open, courageous, vulnerable, respectful and curious conversations – that share resources, knowledge and experiences, and reach across the divide  –  will be crucial to maintaining vital impact and momentum. And at Kin&Co, we believe this is needed now, more than ever.

The challenges faced by DEI leaders

DEI leaders are facing new and complex challenges around implementing change. These are some of the challenges we’re hearing: 

Financial pressures and cost cutting – Amid budget cuts, pressure to deliver at pace, and focus on short-term targets, DEI roles and programmes are often the first to be scaled back. 

Challenges with proving business impact – Without clear measurement frameworks, businesses prioritise areas that show more direct and immediate financial and strategic returns. 

Legal challenges – New risks around reverse discrimination are emerging for businesses operating across different global markets, as positive DEI actions are prohibited in some regions but protected in others.

Different regional expectations –  Good practice around recruiting and sustaining high-performing and thriving teams may not translate across different markets where norms around DEI can differ widely. 

Employee resistance and low leadership accountability – ‘DEI fatigue’, fear of embarrassment or sanctions for ‘getting it wrong’, and concerns about losing status or opportunities, can drive conscious or unconscious resistance to DEI.

Backlash against ‘woke’ initiatives – Political headwinds and ‘culture wars’ risk normalising pushback against DEI and a return to more non inclusive behaviours.

Free speech debates – Perceived tension between freedom of expression and ‘authenticity’, with inclusive language, psychological safety and concerns around ‘cancel culture’.

Caught in the middle

At the same time as navigating these challenges, DEI leaders are being held to high-expectations from their teams, customers, regulators, other stakeholders –  and themselves – about the need for urgent progress. The emotional and psychological load of balancing new obstacles with the need to maintain trust, and values alignment with employees who are deeply invested in DEI can be profound.

So how can we move forward?

In this complex moment, here are five simple, actionable steps to maintain momentum. 

Encourage clear and public commitments about DEI – from your CEO and other business leaders, to reassure people you remain invested in your values and DEI principles, build trust and set clear expectations for the future. “Organisational silence can be heard by everyone” DEI Leader. 

Focus leaders on role modelling inclusive behaviours – and equip them with practical knowledge and day-to-day strategies for discussing sensitive topics, and leading with empathy. Walking the talk makes all the difference. 

Gather and analyse culture data – to understand employees’ lived experiences and discover where there may be ‘hotspots’ of challenge that must be addressed as a priority. Put clear measurement frameworks in place – focussed on identified qual and quant metrics to ensure you are able to demonstrate progress and impact. 

Create simple habits – that make it easy for everyone to contribute. Behavioural Pilots can be a great way to begin embedding simple, actionable, visible changes that build trust and confidence. Make sure there is a foundation of psychological safety and open dialogue where people can learn. 

Look after your Employee Resource Groups – Participation in ERGs can be emotionally demanding – particularly in this moment when they are likely experiencing considerable concern from within their networks – so put strong well-being support in place. Leaders need to communicate clear support for their ERGs, listen to concerns and publicly recognise their efforts. Make sure ERGs have enough time and resources, and set clear expectations and boundaries to avoid burnout.

So in conclusion

This is a hard moment for DEI. But by opening up the conversation, championing strong DEI leadership, and creating spaces to share ideas, knowledge and best practice, there is an opportunity for all of us who care about DEI to recommit and maintain the momentum and progress organisations and people so urgently need.

A chance to come together

We’re thinking about hosting a Breakfast Roundtable—a space to have real, honest conversations about DEI. From the challenges to the wins, from sharing stories to uncovering solutions, we want to bring together leaders who are committed to making a difference. Right now, we’re in the planning phase and gauging interest. If this is something you’d be keen to join, let us know —and tell us what aspect of DEI you’d most like to discuss.