Navigating Inclusion & Impact in a Shifting Cultural Landscape
Conversations around workplace diversity initiatives have become increasingly polarized, especially following the Supreme Court’s 2023 affirmative action ruling and recent executive orders from President Trump targeting related programs. However, it’s essential to recognize that opposition to inclusion efforts is surfacing and evolving on multiple fronts.
The moment for organizations calls for clarity, intention, and authenticity. Every organization has an opportunity to evaluate how it builds an inclusive and respectful workplace where everyone can thrive.
Five Considerations for Evolving Your Inclusion Strategy
1. Assess Your Organization’s Real Risk
Direct regulatory risk remains limited for most organizations outside of Fortune 500 companies, high-profile nonprofit organizations, and/or higher education institutions. The administration’s recent executive orders have the most immediate impact on government agencies, the military, and some government contractors.
The White House’s Executive Order limited the review of private sector organizations to “publicly traded corporations, large nonprofit corporations or associations, foundations with assets of 500 million dollars or more, state and local bar and medical associations, and institutions of higher education with endowments over 1 billion dollars.”
Similarly, smaller organizations face relatively low reputational risk with the general public. However, internal employee and stakeholder concerns can affect a business or nonprofit of any size.
Legal risk is best assessed by counsel and varies by the initiative.
2. Don’t Over – Or Under – React
Once your organization has assessed the risks, work to calibrate the appropriate adjustments to policies, programming, training, and language. Elevated risk doesn’t necessarily mean abandoning inclusive practices. Likewise, lower-level risks can prompt beneficial updates to language and messaging. In all cases, be careful not to lump all inclusion initiatives together—they can vary tremendously in terms of stakeholder support or opposition.
Ensure the appropriate team is in place to provide comprehensive guidance on the path forward, including experts in communications, legal, government relations, HR, and those focusing on inclusion and workplace culture.
3. Jettison the Jargon
Avoid buzzwords. Use simple language that clearly describes what you are doing and what you hope to accomplish. Many who express concerns about inclusion practices in the abstract may support equitable hiring, inclusive leadership development, or fair access to opportunity when described plainly.
Avoid specifying explicit groups as exclusive beneficiaries and instead explain how your efforts connect to the larger organization’s business, mission, and success (it’s not enough to say they do).
4. Put Away the Politics
When drafting language, be conscious of political overtones that could be interpreted differently across the ideological spectrum. Some words and phrases are considered necessities by one side and anathemas by the other. Use meaningful, precise language that accurately describes the subject matter and avoids unnecessary controversy. Not everyone will agree with your initiatives, but your messaging should not be inherently divisive.
