4 DEI Company Culture Must-Haves in a Time of Uncertainty

It's 2025. I wake in the morning, and my routine remains the same. After snoozing my alarm at least once or twice, I hurriedly wash up, change into my work-from-home clothes, and sit at my desk with a cup of tea. (Osulloc's honey pear—my supply runs dangerously low.)

I breathe and, per my therapist's instructions, notice how the act of inhaling and exhaling feels in my chest. Like a hot air balloon, I contract slowly. My ribcage graciously expands to make room for fresh air and grounds me in the present. I'm safe and warm. The sun paints the sky with compassionate shades of yellow and pink; a fresh new day awaits me.

After a beat of silence, I finally swipe open my phone. As is the norm for my new reality, a barrage of unwelcome news immediately threatens to rob me of my peace. PBS Shutters DEI Office. JP Morgan, Mastercard Face Key DEI Battles in 2025. Disney Scales Back Content Warnings on Classic Films Amid DEI Shift. My lungs squeeze, my stomach plummets, and I'm ready to expel every ounce of gentleness that had embraced me just moments earlier. I take a slow sip from my mug.

Anti-DEI rhetoric harms everyone, not just underrepresented groups.

Diversity, equity, inclusion, and accessibility (DEIA) ensures underrepresented individuals are visible. It has no other motive but to educate, equip, and empower employees who often feel unseen or unheard.

As an Asian woman, I'm hyper-conscious of every room I walk into, knowing that everything that makes me me is deemed foreign: the color of my skin, the shape of my eyes, and my choppier accent that occasionally slips off my tongue. 

The safeguards that aim to protect and spotlight my lived experiences reassure me that people like me bring value to the table because of our differences. Despite this truth, DEI has become a subject of political attack, and its removal in academic and professional spaces has already led to major ramifications.

Organizations are loudly distancing themselves from diverse hiring initiatives while academic groups reassess DEI-relevant grants. Amazon, Google, and other corporate giants continue to withdraw from key policies. Google recently removed Black History, Pride, Indigenous Peoples, and Hispanic Heritage Month, and key holidays like Holocaust Remembrance Day from its calendar product.

When people in power strategically erase history and close doors to equitable opportunity, they create the perfect breeding ground for injustice to fester. It can creep up on us in the form of microaggressions or come directly for our throats through outright discrimination. Ultimately, it doesn't just harm those impacted—it forces everyone to take several steps back from meaningful progress, sowing discord and division at every level. 

DEI fuels a stronger work culture.

Many want continuous improvement and innovation in the business world, and DEI provides the blueprint. One study from Harvard Business Review quantifies the potential for success through what they refer to as "change power." The higher the score, the higher the company's financial performance, workplace culture, and employee engagement. After assessing 79 organizations, they revealed that a 0.1-point boost in DEI correlated with a 13% growth in change power. The numbers add details to the story we've been telling: DEI benefits business in its entirety.

We spend a significant portion of our lives at work. Whether remote or in-person, fostering a workplace culture that centers the collective is vital to our happiness and growth. According to Workmonitor's 2025 report on workplace baseline, a strong sense of community encourages higher performance, while 55% of survey respondents would quit if there's a lack of belonging. 

DEI minimizes the risk of someone feeling less accepted by their peers as it encourages workers to embrace differences and compels leaders to provide the necessary resources for them to thrive. When companies break down the foundation, the definition of a fair work environment becomes dangerously convoluted. DEI shouldn't be a matter of political ideology, but our current times have made it an unfortunate but convenient scapegoat.

If leaders want to set all of their team members up for success, they mustn't yield to the new status quo. Defying orders from the top is daunting, but making difficult decisions during difficult times sets you apart and ensures you'll leave behind a legacy your company will be proud to stand on.

4 ways to cultivate a people-centered workplace culture 

1. Preserve and expand your DEI efforts. 

Taking the narrow road is undoubtedly harder. You'll inevitably be met with some resistance that makes you reconsider your advocacy. On the other hand, you join the ranks of several companies like Costco and McKinsey that promise to keep DEI at the forefront. Your employees will know you believe in practices that treat them like integral players in your mission, because they are. Diversity enlivens your mission.

Reassess your existing DEI policies and see what requires a refresh. Do your employees want to facilitate more thought-provoking discussions within their ERGs? Is there a call for more remote accessibility to accommodate disabled workers? How can you involve the voices of marginalized groups when planning for specific observances?  

2. Reiterate your core values.

According to Business Insider, several companies struggle to adhere to the administration's executive orders and stay true to their supposedly inclusive values. While outwardly, they may seem like they're surrendering crucial DEI initiatives, it might actually be a subtle change in semantics and titles.

Whatever direction you choose, relay any major organizational changes to your community. In an age where false news and promises can easily dismantle decades of brand trust, transparent communication is a powerful preventative measure. 

3. Support your people.

Painting DEI in a negative light will continue to harm your most vulnerable employees. Imagine having no say in a room that never intended to include you, receiving a mic that would amplify your voice, then getting it taken away, allowing the loudest people to speak over you yet again. Affected employees are understandably afraid of what's to come, and many will look to their leadership for further direction and support.

Be human. Lean into your empathy and offer a listening ear to those who wish to be vulnerable. Practice intentional allyship. Support looks different for everyone, but every resource and word of reassurance goes a long way. 

4. Create more touchpoints for meaningful connection.

Along with reestablishing your values, strengthen and expand your network. Preserving DEI is an uphill battle. Continue to celebrate every win, amplify diverse stories, and host opportunities for people to meet and connect. Where one or more gather, unapologetic joy emerges from the darkness, illuminating the path ahead. Change becomes corporeal and rests in your hands.

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