Doubling Down on DEI Efforts: A Call for Courage and Commitment

By standing firmly and authentically in our commitment to diversity, equity and inclusion we signal to our colleagues, clients, and communities—particularly those from marginalized and underrepresented groups—that we are unwavering in our pursuit of justice. The test of any commitment is not in times of ease but in moments of adversity. This is not a call to back down from our vision for an equitable future, this is a call to courage, to resilience and to action. 

Strategies to Address Fear and Resistance

The fears that many organizations are facing right now are valid—whether it’s concerns about funding, political backlash or internal pushback. However, we cannot perpetuate inequities nor stand by as we see it being perpetuated. Nothing worth having comes easy, and joining together can make it a little easier as we continue this work. Instead of shying away, we invite organizations to use strategic thinking to navigate these challenges: 

• Frame DEI as both a moral and business imperative: The data is clear—organizations that prioritize diversity and inclusion perform better financially, retain employees longer and foster more innovation. But beyond that, DEI is about doing what is right. A just workplace is not only more effective but also morally equitable, giving everyone the opportunities they need to reach their full potential. 
• Leverage allyship and partnerships: No organization must stand alone. In fact, forming alliances with other committed entities, coalitions and community organizations strengthens resolve and mitigates risk. There is power in numbers, and solidarity amplifies impact. We can share our resources and capabilities to strengthen our collective resilience. At Alford Group, we are sharing our Scenario Planning webinar and plan guide with members of the Nonprofit Association of Washington. 
• Emphasize the long-term benefits: Organizations that stand in their values communicate that they are trustworthy, committed, and prepared to weather negative consequences in service of their community’s safety and wellbeing. This unwavering stance creates long-lasting perceptions of belonging among community members, donors, friends and volunteers—which deepens trust, attracts top talent, and increases ability to serve diverse communities. 
• Embrace discomfort as a necessary part of growth: Progress is never comfortable. If your organization has already embarked on this journey, you’ve probably heard this before. But it merits repeating, now and often. The work of dismantling systemic inequities requires honest, sometimes painful conversations. Leaders must lean into discomfort, recognizing it as a sign of growth rather than a reason to withdraw. 

Scrubbing DEI language or downplaying commitments in response to political pressure signals a lack of true dedication to justice. We can’t ignore that systemic racism, prejudice, disparities, sexism and ableism exists. Not acknowledging their presence doesn’t make them go away. If organizations claim to support equity yet erase the language and efforts that drive it forward, they breed distrust among employees, clients and the communities they serve. Leadership in DEI requires unwavering commitment—not just when it is convenient, but especially when it is challenged. 

Actions Organizations Can Take Right Now 

Your organization has addressed the fears and resistance using the strategies above and has made the commitment to stay on course. How do you follow up on those strategies with action? 

• Connect on internal commitment: Even when public messaging must be strategic, internal efforts should not wane. Continuing education, Employee Resource Groups (ERGs), equitable hiring practices and pay equity assessments are critical ways to maintain momentum and trust in the people and teams who drive the organization. The important thing is that you communicate these goals and your team has a voice in how you are navigating DEI imperatives internally. 

• Demonstrate external advocacy: Advocacy doesn’t have to be loud to be effective. Organizations can engage in coalition-building, participate in community conversation and demonstrate solidarity through actions rather than just statements. The actions your organization shares will send a clear message that DEI is non-negotiable, and you intend to embody those values even under increasing pressure. 
• Gather resources to navigate legal & policy challenges: Compliance with executive orders and policies should not equate to abandoning DEI values. With these new challenges, organizations must stay informed about legal frameworks and work within them to sustain their commitment to equity. Consulting legal experts can help craft strategies that align with both mission and compliance. 

Moving DEI Beyond Buzzwords 

Too often, organizations use DEI language without meaningful action. True commitment requires moving beyond performative gestures and embedding DEI into the fabric of organizational culture:  

• Integrate DEI into hiring, budgeting, and decision-making: DEI should not be a separate initiative but a core aspect of how an organization operates. Leaders should assess how resources are allocated and whether policies promote equity. 

• Establish accountability metrics: Progress cannot be made without measurable goals. Organizations must track hiring equity, pay gaps, leadership representation, and other key indicators of inclusion. 

• Center impacted voices: DEI efforts require us to put aside organizational hierarchies in favor of dialogue that includes people from every level of the organization. By bringing a variety of voices to the table, you acknowledge and move beyond existing power dynamics in the organization’s structure. Those most affected by inequity should be involved, shaping the policies that have an impact on them. 

Reimagining Language 

In a world where language and messaging hold such power in shaping our context, it’s increasingly critical that we collaboratively interrogate where the language we use comes from, asking ourselves “what reality does this message reflect?” And in through this process, we must grant ourselves permission to make mistakes, learn from and repair them rigorously and adjust our behavior and language as our understanding grows.  

For example, we might turn to the lessons from anti-Black responses to the Black Lives Matter movement backlash. When “Black Lives Matter” gained traction, the rebuttable of the movement’s opponents was “All Lives Matter.” This counter dismisses the reality of anti-Blackness that is reinforced by systems and normalized by society and exemplifies how the language of neutrality erases the context of historical and ongoing inequities. The only way this understanding grows effectively is by centering the voices of those advocating on behalf of the movement itself.  

Desmond Tutu wisely said “Language is very powerful. Language does not just describe reality. Language creates the reality it describes.” When it comes to language, it’s important to understand the reality that is represented within the context of how we use it. 

Ending on Hope & Resilience 

While the administration’s efforts to minimize and defund initiatives for equity and inclusion feels daunting, history reminds us that progress is never linear. Inequity has been an undeniable part of our history but so is resistance. From the civil rights movement to gender equality advances, every step toward justice has faced obstacles and losses. And yet, change has persisted because of those who refused to back down.  

This work is much bigger than a single political cycle. It is about the long game—about building institutions that are fair, workplaces that are inclusive and communities that thrive. Now, more than ever, we must hold the line. We must reaffirm our commitment. We must continue forward. 

If your organization is wrestling with how to move forward, you are not alone. We invite you to connect with peers, join coalitions and share resources. Now is the time to be in deep conversation and action together. Let’s resist the urge to retreat and instead, rise in community.  

We will leave you with this quote by freedom fighter Nelson Mandela: “Courage is not the absence of fear but the triumph over it.” Let’s choose courage. Let’s double down on DEI.