The approach

Consider these 3 possible paths.

Fight: Change nothing and hold your ground.

Maintain efforts related to diversity, equity, and inclusion as-is, including emphasis on lifting women and other historically marginalized groups to empower and advance them.

Potential risks:

Targeting by anti-DEI advocates.
Social backlash from internal and external stakeholders on the right.
Potential loss of subsets of customers and clients.
Legal risks which should be assessed with appropriate experts

Flight: Pull the plug and roll back programs.

Shut down initiatives targeted at increasing gender and racial equity, diversity in representation, and cultures of inclusion.
Defund programs and partners related to diversity, equity, and inclusion.
Eliminate internal roles related to diversity, equity, and inclusion.

Potential risks:

Social backlash from internal and external stakeholders on the left
Talent drain and turnover, particularly among women, people from marginalized racial and ethnic groups, and LGBTQ+ employees
Loss of market share, particularly in progressive areas of the US and among women, people from marginalized racial and ethnic groups, and LGBTQ+ consumers and clients
Misalignment with non-US markets
Higher risk of bias in AI and AI misuse and abuse
Possible increase in discrimination, harassment, and code of conduct violations by employees emboldened by "anti-woke" rhetoric
Legal risks which should be assessed with appropriate experts

Finesse: Sustain commitment and shift strategy and messaging.

Shift from lifting historically marginalized groups to creating a level playing field for all talent by removing barriers, as described by the Meltzer Center for Diversity, Inclusion, and Belonging.

Focus on talent optimization and inclusive cultures.

Lean on the Values, Open, Close (VOC) framework (see below).

Potential risks:
If done right, risks may be limited.

CEO action framework

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