Amid political backlash and corporate retreat, abandoning diversity, equity, and inclusion (DEI) in industry events threatens meaningful progress and business growth. This article explores why now is the time to double down on DEI—not drop it.
Industry Must Not Abandon DEI in a Time of Political Fear
Earlier this year, I was asked to moderate a panel at a major industry event. Given a range of topics, I chose “Diversity, Equity and the Impact on Opportunity” within the Workforce Development track. It was a subject I’ve been professionally and personally invested in for years—both inside and outside of formal DEI teams. But just months later, I received a revised agenda: the panel now had a new name and no trace of “diversity” or “equity” in the description.
What changed?
A shifting political landscape, defined by the return of a presidential administration hostile to inclusive policy and public welfare, is pressuring organizations to distance themselves from DEI-related language and commitments. It’s a troubling trend—and a shortsighted one.
DEI Is Not a Trend—It’s Infrastructure
In the face of growing political attacks, some companies are retreating from their DEI programs. Yet, diversity, equity, and inclusion are not fringe ideas—they are the foundation of building fair, representative, and successful businesses and societies.
The Broadband Equity, Access and Deployment (BEAD) program is a perfect example. Despite not being labeled a “DEI program,” its mission is DEI in action. Its goal is to bridge the digital divide by providing access to high-speed internet in underserved, low-income, and marginalized communities. In other words, the communities most impacted by systemic inequality.
As Blair Levin, Policy Analyst at New Street Research, notes, “The current failure to see the DEI roots of BEAD foretells difficulties ahead in achieving inclusive and equitable access to essential services—a goal that in the past has enjoyed wide bipartisan support.”
BEAD without equity is just BAD.
Political Pressure Shouldn’t Define Private Sector Values
The decision to strip DEI language from the conference panel likely wasn’t a coincidence. It reflects the broader fear sweeping corporate America in the face of right-wing attacks on inclusive values. From lawsuits against corporate DEI efforts to new state-level restrictions on discussing race and equity in schools and public programs, the chilling effect is real.
But caving to fear sends a dangerous message: that inclusion is negotiable, depending on the political climate. That message undermines every pledge companies have made since 2020. If businesses and event organizers abandon the language and leadership of DEI now, they risk reversing years of hard-fought progress.
Equity Can’t Be Rebranded Into Oblivion
Some DEI professionals are already strategizing around rebranding. Terms like “belonging,” “accessibility,” or “inclusive excellence” are emerging as alternatives to the now-politicized DEI acronym. Language evolves, and in some contexts, new terms may help keep the work alive.
But the shift must be led by those doing the actual work—not by executives fearful of public relations blowback.
Terminology may change, but the mission must remain intact. We cannot allow political pressure to water down or erase the urgency of representation, justice, and access.
Industry’s DEI Commitments Must Be More Than Marketing
Following George Floyd’s murder in 2020, companies across industries rushed to launch DEI initiatives. However, many of those efforts turned out to be more about image than impact.
In 2023, I investigated how major tech layoffs disproportionately affected HR and DEI roles. While companies publicly claimed these were cuts tied to automation or economic downturns, the internal reality painted a different picture. DEI was often the first to go—revealing that these commitments were shallow at best.
In an ironic twist, I was laid off shortly before publishing that story. The publication lost its key reporter on the digital divide and DEI in tech, with the justification of “economic uncertainty.” The pattern is painfully clear: when money or politics get tight, DEI becomes expendable.
The Business Case for DEI Is Proven—So Why Retreat?
Time and again, research has shown that diversity drives better business outcomes. Inclusive teams outperform homogeneous ones. Companies that invest in equity are better positioned to serve broad customer bases, mitigate risk, and innovate.
Despite this, telecom giants like Verizon have scaled back DEI initiatives to secure regulatory wins—such as advancing mergers or acquisitions. These moves show that even in industries that benefit from equitable access, DEI is still seen as optional. That mindset is not just unethical—it’s bad business.
So why is a businessman like Donald Trump so afraid of DEI, when all the data points to profitability and innovation?
Because DEI challenges power. It redistributes opportunity. And for those invested in maintaining systemic advantages, that’s threatening.
DEI Is Intersectional—And So Are the People It Helps
Critics of DEI often argue that it focuses too much on race or promotes an “anti-white” agenda. This mischaracterization couldn’t be further from the truth.
DEI is an intersectional framework that considers how all of our identities—race, gender, ability, class, sexual orientation, age, and more—interact to shape our experiences. A single, white father on Medicaid is as much a part of the DEI conversation as a queer woman of color, a veteran, or a person with disabilities.
True inclusion isn’t about shifting power from one group to another. It’s about making space for everyone and ensuring all people can access resources, thrive, and belong.
That kind of transformation requires intentional effort—and explicit language.
The Danger of Losing the Language
As George Orwell warned in 1984, “If thought corrupts language, language can also corrupt thought.” When we stop saying “diversity,” “equity,” and “inclusion,” we risk erasing the very ideas those words represent.
Language shapes culture. It directs attention and allocates resources. If DEI disappears from our conference panels, corporate roadmaps, and strategic initiatives, so will the goals of equity and justice.
Industry leaders must resist the urge to “play it safe” by scrubbing DEI terms from their programs. Instead, they must double down—reaffirming their commitment and refusing to let reactionary politics dictate the future of progress.
Conclusion: Now Is the Time to Stand Firm
Diversity, equity, and inclusion are not just words. They are a call to action. In this moment of political division and economic fear, the private sector has a choice to make:
Will it cower and retreat, shedding DEI language to avoid controversy? Or will it lead with courage, integrity, and a commitment to serve all communities?
If we abandon the language now, we risk losing the momentum—and the meaning—behind the movement. The opposite of DEI is not neutrality. It’s inequity, exclusion, and stagnation.
Let the language evolve, but not at the cost of abandoning the values. Because BEAD without equity isn’t just ineffective—it’s BAD.
