Let’s name what many people are noticing right now:
Something is shifting.
I recently spoke about this on CBC Mainstreet with Laurabel Mba, where we discussed the growing retreat from DEI efforts in the United States—and what that’s triggering in response.
This isn’t just a media conversation—it’s something I’m seeing directly in my work with organizations across Canada.
What became clear in that conversation is this: while some systems are stepping back, communities are not.
Across the United States, we’re seeing a visible pullback from Diversity, Equity, and Inclusion (DEI) efforts—across government, corporations, and institutions.
And with it?
A growing sense of uncertainty.
What’s Actually Happening
As we discussed in that CBC conversation, these shifts are not just policy decisions—they’re signals about whose voices are prioritized and whose are not.
This isn’t just a perception.
There are clear signals of change:
- Government directives have moved to dismantle DEI roles and programs in federal agencies
- Some major corporations have reduced or quietly rebranded their DEI initiatives under legal and political pressure
- Studies suggest nearly 1 in 5 companies have scaled back or eliminated DEI programs since 2024
At the same time, the language itself is shifting:
- Less “DEI”
- More “belonging,” “fairness,” or “business alignment”
On the surface, it may look like a retreat.
But underneath?
Something more complex is happening.
This Is Not the End of DEI
It’s a transition.
Even as some organizations scale back publicly, many leaders are still recognizing the risks of doing so.
In fact, research shows that over 80% of C-suite leaders believe companies should maintain or expand DEI efforts due to risks tied to talent, reputation, and performance
So what we’re seeing isn’t a simple rollback.
It’s a recalibration under pressure.
What Pressure Does
When something becomes politicized, organizations respond in different ways:
- Some step back
- Some go quiet
- Some double down—more intentionally
And increasingly, we’re seeing a split:
👉 Performative DEI is fading
👉 Practical, embedded inclusion is becoming more important
Because when inclusion is tied only to:
- statements
- branding
- or external optics
…it’s easy to remove.
But when it’s tied to:
- leadership behaviour
- team dynamics
- workplace culture
…it becomes much harder to dismantle.
The Rise of Community Response
Here’s the part that matters most:
As institutional support shifts, community response is rising.
We’re seeing:
- grassroots advocacy strengthening
- employees asking harder questions internally
- leaders looking for more practical, grounded approaches
- communities stepping in where systems are pulling back
Because inclusion doesn’t disappear when policies do.
It adapts.
In the interview, Laurabel Mba captured this clearly:
“We still need to support ourselves.”
That message reflects what we’re seeing more broadly—communities organizing, educating, and showing up for each other when institutions pull back.
Why This Matters in Canada
It’s easy to look at what’s happening in the U.S. and think:
“That’s not us.”
But the reality is:
👉 Trends don’t stay contained by borders
What happens in the U.S. often influences:
- corporate decision-making
- policy direction
- and public discourse in Canada
I’m already seeing:
- more cautious language
- more hesitation from leaders
- more questions about “what’s safe to say or do”
Many of these conversations also show up beyond the workplace—in schools, families, and communities.
The Risk of Pulling Back
When organizations scale back DEI without replacing it with something meaningful, the impact shows up quickly:
- Confusion
- Inconsistency
- Loss of trust
- Increased tension within teams
Because inclusion doesn’t maintain itself.
It requires:
👉 intention
👉 skill
👉 and ongoing practice
What This Moment Is Asking of Leaders
This is not a moment to panic.
It’s a moment to get clearer.
Clearer on:
- what inclusion actually looks like in practice
- how to support teams in real conversations
- how to move beyond performative language into meaningful action
Because the organizations that will navigate this well are not the loudest.
They are the ones that are:
👉 consistent
👉 grounded
👉 human-centred
A Personal Reflection
In my work, I’m seeing two things happen at once:
- Uncertainty is increasing
- And so is the desire to do this well
Leaders are asking:
- “What does this look like now?”
- “How do we move forward without getting it wrong?”
And the answer isn’t to step away.
It’s to build confidence in how to engage.
If you’re thinking about what this looks like in practice, I’ve written more about how organizations can move beyond intention to real impact in the workplace.
Final Thought
DEI isn’t disappearing.
It’s evolving.
And in moments like this, the focus shifts from:
👉 visibility
to
👉 capability
From:
👉 statements
to
👉 how we actually show up
Listen to the Full Conversation
If you want to hear more, you can listen to my CBC Mainstreet conversation with Laurabel Mba, where we explore these shifts in more depth.
If You’re Navigating This in Your Organization
If your team is feeling the impact of these shifts—and you’re looking for a way to move forward with clarity, confidence, and practical tools—this is the work I do.
Through workshops, consulting, and coaching, I support organizations in building inclusive practices that hold up—even in uncertain environments.
Related CBC Mainstreet story from day prior.
Connect with Laurabel on LinkedIn
