5 Ways to Build Resilience for Inclusive Leadership and Cultures: Moving Forward Together

As we enter 2025, resilience emerges as our critical response to anti-DEI (Diversity, Equity, Inclusion) headwinds. The challenges are real: relentless rhetoric, targeted lawsuits, and major corporations like Amazon, Walmart, Meta, and McDonalds altering their diversity approaches. Yet, these obstacles don't signal defeat—they demand our strategic adaptation. We can navigate these challenges and continue our mission as advocates for diverse, fair, inclusive, and productive workplaces and communities with resilience - and by doing it together!

Reframing the Challenge

The past eighteen months have tested my commitment to inclusive leadership. Relentless anti-DEI rhetoric and targeted lawsuits have pushed many organizations—including my clients—to limit or remove diversity efforts.

But resistance reveals an essential truth: meaningful change never comes without challenge. When we feel "unmotivated" or "stuck," we're actually experiencing the natural friction of progress.

Resilience transforms this friction. It's not about enduring passively, but actively adapting. Where obstacles appear, we see opportunities for reimagining workplace culture. Our critical question shifts from "Where's my motivation?" to "How do we maintain our conviction?"

This reframing turns resistance into a strategic advantage—a signal that our work matters deeply.

Why This Work Remains Crucial

Is DEI perfect? Of course not. But it still matters.

McKinsey studies show that companies with diverse leadership teams outperform their peers by 36%, proving that these efforts are both a moral imperative and a competitive advantage.

Beyond metrics, this work enables employees to shed their "painted masks," embracing their authentic selves. It means freedom to contribute fully, directly benefiting mental health, engagement, and organizational productivity.

For leaders constrained by current challenges and employees questioning organizational commitment, DEI remains a critical pathway to more equitable, innovative, and human-centered workplaces.

Building Resilience: Practical Steps Forward

1. Evidence Banking

Sometimes, the headlines—both those written by journalists and our own—can be overwhelming. We can lose sight of the progress made and the opportunities ahead. There is evidence of progress, and we need to see it to stay hopeful of future change.

• Track and document successful DEI initiatives: For example, PwC continues to show strong commitment to DEI

• Maintain a folder of positive feedback and impact stories from employees and stakeholders

• Subscribe to industry newsletters highlighting DEI successes across different sectors (Just yesterday at the Davos World Economic Forum, Bain & Company's Alexander Schmitz, who heads up the firm's Private Equity practice, said, "Investment in diversity is also unlikely to dry up. For the investors of this world, ESG criteria – of which DEI is a part – are very important and will continue to be very important.")

  
  

2. Strategic Connections

We have to broaden our connections and conversations. Research shows that most employees support DEI. In a recent Harris Poll/Axios Vibes survey, 61% of respondents said diverse employees positively impact organizations, and 75% agreed that more needs to be done to guarantee everyone's advancement.

• Join a monthly "resilience" circle with 2-3 fellow DEI practitioners (I'm launching 2 groups of 6 people each in February. Contact me if you are interested in joining)

• Develop relationships with leaders outside your usual circle who share values around fairness and inclusion

• Leverage Employee/Business Resource Groups (E/BRGs) to connect internal strategies

3. Resistance Reframing

Resistance is not a roadblock, but a sign that we're on the right path. When we view pushback as a signal that we're creating meaningful change, it can motivate and encourage our DEI journey.

• Use resistance to identify areas where additional education or dialogue is needed

• Document and analyze patterns in resistance to inform more effective strategies

• Apply concepts from "Dancing with Resistance" to transform opposition into opportunity

  
  

4. Renewal Practices

My meditation and exercise practices help me overcome the pessimistic voices at bay and keep me focused on the opportunities within the struggle.

• Engage in regular physical activity or meditation (I use the Insight Timer App)

• Schedule daily 15-minute reflection periods

• Create boundaries between work and personal time

  
  

5. Knowledge Building

Stay informed about DEI successes and effective strategies across different organizations and industries. Understanding how others navigate similar challenges can provide practical insights and encouragement.

• Set up "DEI" Google Alerts to stay updated on new challenges and solutions

• Participate in my monthly learning sessions with other practitioners (again, join my "Resilience Circle" group)

• Read case studies of successful organizational transformations

• Study change management principles from diverse fields

Moving Forward Together

 No doubt, these are challenging times for DEI work, but the importance of creating workplaces and communities where everyone can truly belong and thrive hasn't diminished. If anything, the current pushback highlights just how necessary and impactful this work is.

I'm choosing this period not as a signal to retreat but as a call to build greater resilience. The path forward requires us to be strategic, resilient, and committed to the long-term vision of inclusive workplaces and communities.

NSA (No Strings Attached) Calls

Facing similar DEI journey challenges? Let's connect and strategize.