The State of DEI Post-Election: A Call for Authenticity and Sustainability

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As a Black woman, DEI scholar, accomplice, ally, and advocate, I’m stepping into today’s reflection with a heart full of purpose and a mind swirling with questions. This recent election has sparked a fire that’s equal parts confusion, hurt, and relentless motivation to act. Like many, I’m standing at the crossroads of frustration and resolve, trying to figure out how to keep moving the needle on diversity, equity, and inclusion when the forces against it seem louder than ever. Today, I’m writing from that place raw, real, and ready to channel my experience as a scholar and advocate into the work our world so urgently needs. So here’s to the push for meaningful change, the call for collective action, and the reminder that we, as DEI leaders, are here to drive progress, no matter the obstacles.

The recent political climate has brought renewed challenges to Diversity, Equity, and Inclusion (DEI) efforts across sectors, as seen in prior disruptions under the Trump administration, which cut funding and rescinded government contracts to advance DEI. Now, as political tensions persist, superficial DEI strategies, those that prioritize optics over impact, face increased scrutiny. True DEI isn’t about box-checking or corporate statements; it’s a sustained commitment to structural change, something more challenging yet essential in times of political unrest.

Dei (1999) highlights anti-racism and social change research and critically examines how our political system perpetuates racial, cultural, and social hierarchies, often obstructing true educational and societal transformation. Dei emphasizes that political power structures, rooted in Eurocentric and colonial histories, reinforce “hegemonic knowledge,” a dominant worldview that shapes what is taught, who holds authority, and whose voices are prioritized within educational and social institutions. This political backdrop influences the entire structure of knowledge production, determining what is considered legitimate or valuable and silencing marginalized voices in the process.

Abrica & Oliver, (2024) highlights the complexity of DEI work under pressure from neoliberalism and hegemonic Whiteness, particularly in higher education​(DEI politics). For DEI to remain authentic, organizations must look beyond performative measures to establish clear, measurable outcomes: inclusive hiring practices, equitable resource allocation, and safe environments for marginalized groups, including LGBTQ+ individuals, racial minorities, disabled populations, immigrant populations, and more. This requires cultivating diversity and pathways to belonging, allowing marginalized voices genuine influence in policy and decision-making. Rather than retreat in the face of political challenges, DEI leaders must dig deeper, advocating for policies that directly address disparities and acknowledging the historic barriers that still limit progress. In the face of political shifts, authentic DEI practices will be the backbone of resilience, driving a future where equity isn’t conditional but foundational.

Authentic DEI in corporations goes beyond surface-level initiatives or “checkbox” activities that aim primarily to enhance the company’s image. It involves creating a workplace where diversity is valued, equity is achieved, and all employees genuinely feel inclusion. Authentic DEI is grounded in meaningful actions, policies, and practices promoting fair treatment, opportunity, and belonging for everyone, particularly underrepresented groups. Here are the key components:

1. Commitment from Leadership: Authentic DEI starts with a genuine commitment from top leadership. Executives must actively and sustainably champion DEI initiatives, integrate DEI goals into the company’s core strategy, and hold themselves accountable for outcomes. This commitment is demonstrated when DEI principles shape decision-making at all levels of the organization, from hiring to promotions to policy-making.
2. Measurable Goals and Accountability: Authentic DEI efforts are guided by clear, measurable objectives. Instead of vague aspirations, these goals include specific diversity targets, equity audits, and regular assessments of inclusivity practices. Companies that practice authentic DEI monitor progress through data and metrics, transparently share results, and adjust as needed to meet their DEI objectives.
3. Inclusive Hiring and Promotion Practices: Instead of just focusing on increasing diversity in recruitment, authentic DEI involves equitable hiring processes, pay equity analyses, and structured pathways for advancement. This means offering fair pay, mentoring, and sponsorship programs for underrepresented employees and promoting diverse talent into leadership roles to ensure representation at all levels. But not overshadowing oppression and using these programs as a justification for a discriminatory culture.
4. Culturally Competent and Inclusive Work Environment: Authentic DEI creates a culture where employees feel valued and empowered to bring their full identities to work. This involves training in cultural competence, addressing microaggressions, and fostering open dialogue about bias and inclusion. It also means providing accessible spaces and resources for all, regardless of background, race, gender identity, sexual orientation, or disability.
5. Commitment to Social Impact and Equity: Authentic DEI extends beyond internal policies to the company’s broader social impact. This includes addressing issues like supplier diversity, community involvement, and advocacy for policies that support equity and justice. Companies practicing authentic DEI do not shy away from supporting causes that align with their values, even when it may not be popular or directly beneficial to their bottom line.

As we confront the current socio-political climate, the power of anti-racism, sexism, homophobia, and xenophobia requires stabilization as a force for educational and societal change is clearer than ever. In Knowledge and Politics of Social Change: The Implication of Anti-Racism, Sefa Dei (1999) discusses the deep-rooted impact of race, power, and identity on educational practices and the urgent need for transformative, anti-racist approaches. Dei argues that genuine educational reform must reject conventional practices that uphold dominant norms and instead foster inclusive, anti-racist education that resonates with diverse lived experiences ​(Dei, 1999).

Dei (1999) emphasizes the role of difference, not as a division, but as a strength, and calls for education that acknowledges and celebrates the unique challenges of marginalized communities. He critiques the way Eurocentric values dominate knowledge production, often minimizing the voices of Black, Indigenous, and other minority communities. He argues that leaders and educators must embrace an anti-colonial framework that centers on diverse cultural memories and daily lived realities to drive real social change. This approach challenges “stable knowledge” and resists the hegemonic grip of “neutral” Euro-American perspectives, thus allowing anti-racist education to dismantle structural barriers and reimagine a more equitable system.

In summary, authentic DEI in corporations is a long-term, integrated approach that reflects a genuine commitment to systemic change. It’s about aligning a company’s values and actions with its DEI goals, making diversity, equity, and inclusion not just initiatives but essential elements of its identity and success.

Our political system often replicates these power dynamics by enacting policies that favor dominant groups, marginalize minority perspectives, and maintain status-quo hierarchies. For example, policies around curriculum standards, funding, and educational reform are frequently driven by political agendas that uphold the majority’s interests rather than addressing the needs of diverse populations. DEI work calls for an anti-colonial and anti-oppressive approach within these political structures, urging educators, policymakers, and communities to resist normative frameworks and advocate for policies that enable genuine equity and representation in education. By highlighting the political dimension of educational inequities, DEI underscores the need to collectively reimagine a political system that genuinely values inclusivity, shared power, and social justice.

The ultimate question becomes, how do we resist hegemony in our political system and systems in general? A DEI lens suggests resisting hegemony by embracing an anti-colonial and anti-racist framework that challenges dominant power structures and prioritizes marginalized communities’ voices, experiences, and knowledge. Resistance to hegemony must begin within educational institutions, corporate cultures, our homes, and any space where knowledge production is often controlled by Eurocentric standards that ignore or diminish non-dominant perspectives. Dei advocates for a shift away from these norms by integrating diverse cultural memories, lived experiences, and community-based knowledge into educational practices.

DEI strategies must start by proposing that educators, leaders, employees, consumers, and institutions resist hegemony by fostering inclusive and critical pedagogy, policies, and everyday practices that validate and center the identities and histories of oppressed groups. This approach disrupts the “stable knowledge” mainstream education and media often promote, instead encouraging critical inquiry and dialogue about power and identity. I also emphasize the importance of collective action and community alliances to amplify the push for structural change. DEI frameworks believe educational and societal systems can be transformed into spaces that support accurate equity and social justice by connecting with broader social movements and advocating for policies that challenge colonial and oppressive frameworks.

In the post-election landscape, DEI stands at a crossroads: Will it be a buzzword or a real force for change? This moment allows organizations to step up with bold, authentic DEI strategies that go beyond optics and truly foster equity, belonging, accessibility, and justice. Superficial practices that prioritize image over impact won’t cut it anymore. Now, more than ever, DEI leaders must push for sustainable change rooted in clear, measurable outcomes. It’s time to transform ideals into action and ensure DEI remains a foundation of progress, no matter the political climate.