Leading with Courage: Why Now Is the Time to Recommit to DEI

Dear Leaders and Change Makers,

After more than 25 years of partnering with organizations across industries, I’ve seen many movements emerge, evolve, and even fade. But what I’m witnessing today gives me pause, and I believe it deserves your attention, too.

Across the country, we’re seeing a public retreat from diversity, equity, and inclusion work. DEI language is being quietly removed from websites. Programs are scaled back. Commitments once celebrated are now described as "divisive" or “too political.” Even large, visible organizations, IBM, Meta, Gannett, have reportedly reduced or eliminated DEI efforts.

For some, these shifts may seem like strategic adjustments or a response to changing tides. But as someone deeply invested in the health of workplaces and the people in them, I believe these moves are rooted in something more dangerous: fear.

In my book Leading Without Fear, I explore how fear can quietly shape decision-making, pushing us to play it safe, avoid risk, and delay the difficult conversations that leadership often demands. But true leadership doesn’t bend to fear. It steps into discomfort with clarity and courage.

As I shared in our Inspiring Leadership Conversations series on Courage:

“Leaders experience fear, and their sense of self must be strong in order to stand up for what matters; what matters to them, their team, the organization and a broader society. They must model behaviors that show others that courage is not the absence of fear, rather it is the ability to stand up and respond in spite of it.”

DEI is not a movement. It is a values based strategy that data confirms leads to stronger outcomes. The most resilient organizations don’t invest in DEI because it’s trendy, they do it because it reflects their deepest values. They understand that when people feel safe to be their authentic selves at work, performance improves, trust deepens, and innovation accelerates. Inclusion is not a tactic. It’s a foundation. DEI is not designed to be preferential, it is designed to admit and reduce bias, so we can enhance equity and inclusion.

At Innovative Connections, we are grounded in the values of connection, love, vitality, and professionalism. These aren’t just words, they shape every conversation, every solution, and every relationship we build. And they guide our unwavering belief that diverse perspectives fuel meaningful, sustainable change.

This moment is not a reason to pause, it’s a reason to lean in.

The companies that will thrive in the years to come are those that choose courage when it’s hard. They stay anchored to their purpose, even when the cultural winds shift. They see inclusion not as a checkbox or trend, but as the heartbeat of a healthy organization.

In this issue, we’ll share:

• Practical strategies for leading with intention in a rapidly changing world
• Companies who are publicly affirming their DEI commitments even amid complex dynamics
• Tools to support courageous dialogue and human-centered decision-making

The media would have us believe that organizations are moving away from DEI, but the reality is, most organizations (over 85%) are digging in deeper. Leadership isn’t about following the headlines. It’s about standing steady in your values, and creating a workplace where everyone has the opportunity to thrive.

With connection and courage,

Laurie Cure, PhD, CEO

Why DEI Isn’t Going Away: Data-Backed Evidence for Continued DEI in 2025

 The Reality Behind the Headlines:

• Only 1 in 8 companies (12.5%) are actually scaling back their DEI commitments in 2025, with 65% maintaining the same budget and 22% increasing their funding
  Source: ESG Dive
• 92% of Fortune 100 companies still maintain active DEI departments and policies
  Source: Wikipedia
• Three-quarters of businesses surveyed in 2024 maintained (46%) or increased (30%) their DEI commitments and activity
  Source: ESG Dive

The Business Case Remains Strong:

• Companies with diverse management teams achieve 19% higher revenue
  Source: GrowthForce
• Companies that hire DEI consultants scored 8% higher on building diverse teams
  Source: Catalyst
• 67% of organizations now measure the business impacts of DEI, including employee engagement and performance
  Source: Catalyst
• Top-performing companies have 29% female leadership vs. 23% in lower-performing peers.
  Source: Wikipedia

Despite media narratives suggesting widespread downsizing of DEI, the data tells a different story: the majority of organizations recognize that inclusive practices drive both people and business outcomes.

Addressing DEI Backlash: Companies Standing Firm in 2025

Amid growing political and cultural pressure, some organizations are quietly scaling back their DEI initiatives. However, a growing number are taking a different path: doubling down on their diversity, equity, and inclusion commitments and publicly affirming their values. Here are a few companies who are leading by example.

• Costco
  Despite shareholder proposals to eliminate DEI programs, Costco’s board stood united, and investors rejected the proposal with over 98% opposition.
• Apple
  Apple’s board urged shareholders to reject anti-DEI proposals, reinforcing that DEI is integral to innovation and operational excellence. “We believe diversity, equity, and inclusion are essential to innovation and excellence. Our commitment is unwavering.”
  –Board Statement
• JPMorgan Chase
  CEO Jamie Dimon continues linking DEI to business performance and strategic resilience, framing it as essential for innovation. “DEI leads to more innovation, smarter decisions, and better financial results.” –Jamie Dimon, CEO
• Microsoft
  Microsoft continues releasing annual DEI reports and tracking progress toward representation and equity goals, treating DEI as measurable, not symbolic.
• Ben & Jerry’s
  Ben & Jerry’s long-standing social justice platform remains unchanged. They’ve responded to criticism by leaning further into activism. “Backing down from DEI is not neutrality, it’s surrender. History will remember who stood for justice and equity.”
• e.l.f. Beauty
  Though e.l.f. doesn’t maintain a formal DEI department, inclusive culture is core to their leadership and business strategy.
  “Even without a formal DEI department, diversity and inclusion are embedded in our leadership culture and reflected in our growth.”

The bottom line is, DEI isn’t over, it’s evolving. While political rhetoric may suggest otherwise, many organizations are showing that authentic DEI is not just a trend, rather it's a value woven deeply into the fabric of their organization. These organizations understand that diverse cultures foster innovation, loyalty, and long-term value.

Sources: CNBC, Gayety, EmployDiversity Network, Axios

7 Practical Strategies for Today’s DEI Environment

Now more than ever, leaders are being called to rise with clarity, conviction, and care. As some organizations pull back from their diversity, equity, and inclusion (DEI) efforts, those committed to long-term impact are choosing a different path, one rooted in inclusive leadership, authentic culture, and courageous conversation. At Innovative Connections, we believe DEI is central to resilient, people-centered organizations. The following strategies offer practical ways to elevate your workplace culture, deepen your DEI commitments, and lead with intention during uncertain times.

1. Make DEI a Business Practice: Rather than treating DEI as an independent initiative, incorporate it into your company’s core business functions, including hiring and onboarding, performance reviews, and succession planning. Align DEI with strategic decision-making and examine how inclusive values show up across every level of leadership and culture.

 Is DEI evident in your hiring practices?

2. Create a DEI Strategy That Lasts: When organizations succumb to political or social pressure with reactive responses, it rarely leads to lasting change. Instead, develop a tailored DEI strategy rooted in your organization’s unique context, values, and long-term goals. As McKinsey research shows, organizations that commit to DEI as a strategic advantage outperform their peers in both profitability and innovation.

3. Advance Through the 5 DEI Maturity Stages: Ensure your culture and systems are ready and prepared before you launch a bold new initiative. Many organizations fail by missing critical steps in DEI maturity:

• Aware
• Compliant
• Tactical
• Integrated
• Sustainable

Build from where you are; success requires structure and intentional culture work. Make sure you address the 5 Stages of DEI Maturity discussed in the Harvard Business Review before you launch a new initiative.

4. Lead Inclusively Every Day: Inclusive leadership isn’t a policy; it’s a way of being. Leaders set the tone for the culture of their organizations by modelling curiosity, courage, and connection in their interactions, and by actively seeking input and feedback from staff, and specifically from underrepresented voices. Learn how inclusive leaders sound in this piece from Harvard Business Review.

5. Show Courage and Empathy in Leadership: To create a truly inclusive workplace, leaders are called to combine empathy (understanding others’ experiences), with courage (taking bold steps to challenge inequity and lead through resistance). As Dr. Laurie Cure shared in Innovative Connection's Inspiring Leadership Conversations series on Courage:“Leaders experience fear, and their sense of self must be strong in order to stand up for what matters; what matters to them, their team, the organization and a broader society. They must model behaviors that show others that courage is not the absence of fear, rather it is the ability to stand up and respond in spite of it.”

6. Embed DEI in Authentic Leadership: The most effective DEI work is built on the foundation of authentic and servant leadership. That means fostering self-awareness, emotional intelligence, transparency, and shared ownership of culture change. Encourage reflection, model inclusive behaviors, and implement systems that create lasting equity and accountability.

Learn more about our leadership coaching and consulting services.

7. Upgrade Your DEI Training Approach: DEI training that is not customized to specific client goals often fails to produce real change. Forbes research confirms that lasting impact requires personalized, behavior-based learning. Sustainable change requires organizations to go beyond awareness by implementing bias-resistant hiring, fair promotion practices, and supplier diversity programs that reflect your organization’s values.

When you apply these strategies to your DEI initiatives, you come away with a plan that is practical, feasible to implement, and sustainable. This is important because DEI isn't about grand gestures or public declarations, it's about consistent, authentic leadership that creates environments where every person feels safe and is able to contribute their best work.

Leading in today’s ever evolving world can be difficult, and you don’t have to do it alone. If you would like to learn more about leadership development, emotional intelligence training, team building, professional coaching, or strategy planning sessions, let’s talk.

Contact us for a free consultation by clicking this link: Innovative Connections or calling us at 970-279-3330.

YOUR COURAGEOUS CONVERSATION TOOLKIT

In today’s complex workplace environment, inclusive leaders need tools to foster trust, bridge differences, and engage in courageous conversations that support diversity, equity, and belonging. These practical models are designed to help you navigate high-stakes conversations with empathy, clarity, and confidence.

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Our organizational effectiveness consultants have helped clients from diverse industries work through tough challenges and walk the path to greater personal and organizational success.

We'd love to help you too! CLICK HERE for an obligation-free consultation, or call: 970-279-3330.

Christy McClendon - As a gifted integral coach, Christy is known for her deep empathy and ability to connect. With expertise in the Enneagram, yoga, and ancient wisdom, she supports transformational growth by creating safe, compassionate spaces where individuals feel seen, empowered, and understood.

Doris Rogers - With more than 20 years of experience, Doris is an HR executive seasoned in leading others through complexity and change. She is passionate about inclusive cultures, and easily builds trust-based relationships, helping leaders align strategy with humanity to create collaborative teams, purpose-driven leadership, and measurable impact.

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We believe every voice holds value and everyone should be empowered to bring their full and authentic self to work. We celebrate diversity and feel a deep responsibility to move organizations from good intentions to meaningful action around equity and inclusion. We approach this work with intentional awareness, curiosity, and respect. As consultants and coaches, we recognize our ability to influence individual behavior and organizational culture, and we aim to always create safe and inclusive environments that encourage our clients to learn, grow, connect, and innovate.

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