iPatriot: DEI in the lion’s den

Backlash is not failure, polarisation is. Both provide the chance to rebuild DEI in a more informed way, for impact, engagement, and leadership.

Florida’s image changed, over decades, from being a diverse place with Cubans, snowbirds and gays to serving as a promotor of traditional thinking. Imagine the educational struggle, e.g., outside of Fort Lauderdale, to provide self-reflected development. iPatriotPost is the American Heritage online student-run newspaper shared with The Patriot Post newsmagazine at American Heritage, a private K-12 school in Plantation, Fla. Their publication aims to publish content that impacts the reader, provokes discussion and stays updated with current news events.

Cara Xie, the producer of the D-E-I, Don’t Erase my Identity, podcast, published a series of episodes there on Diversity, Equity and Inclusion. Her channel interviews DEI professionals and different people of diverse backgrounds, aiming at raising awareness to the importance of DEI. Europe’s DE&I pioneer, Michael Stuber, was interviewed in April 2024.

Growing Pushback

Across the U.S.A. and increasingly in Europe, Diversity, Equity & Inclusion (DEI) programmes have been under pressure for a few years. Critics now label them as ‘woke ideology’, political (sic) or a misuse of resources. Lawsuits challenge equity, equal opportunity and affirmative action, and political pressure has led to companies dismantle DE&I departments and activities. Headlines proclaim a backlash — but is this the end of DEI, or a signal that it must evolve?

Three Critical Gaps

In the podcast, I shared my analysis of current DEI practices, that shows three consistent weaknesses that help explain why DE&I has, over years, accumulated resistance:

  1. The Impact Gap. Too many initiatives lack measurable outcomes. Training programmes are launched, awareness campaigns run, but few organisations experience tangible improvements on relevant items such as innovation, retention, or customer engagement. Without impact, critics easily argue that DEI is costly identity special interest campaigning.
  2. The Engagement Gap. Most initiatives resonate with those who already support the ideas of DE&I – as seen from event attendance. Sceptics, middle managers, and large parts of the workforce remain untouched. This selective engagement continues to create polarisation: advocates become more convinced, opponents more alienated.
  3. The Leadership Gap. Many companies delegate DEI to HR or resource groups, labelling it as participation and ownership. Executive supporters often have personal reasons for their champion role, diluting the corporate message. Without consistent governance, initiatives lack organisational credibility and resilience.

Why Backlash is Not the End

Resistance to DEI is not new. Civil rights, gender equality, LGBTQ+ rights — every expansion of inclusion was met with backlash. What matters is whether experts and opinion leaders see resistance as an ideology or as an insight. The current situation highlights that symbolic or one-dimensional programmes are counterproductive – as research confirms. Instead, organisations should do more than proclaiming values or ‘commitment’; they must show how values are operationalised so that positive outcomes are generated for all.

Towards Effective DEI

To turn backlash into progress, three strategic shifts are required:

  • From slogans to outcomes. DE&I programmes must connect directly to business results: innovation capacity, team performance, market reach.
  • From ‘for some’ to ‘for all’. Inclusion cannot stay a special interest programmes. DE&I strategies must create benefits that strengthen the entire organisation.
  • From HR to leadership. Executives must take authentic responsibility as part of their business role. When DEI becomes part of corporate normality, it stays forever.

Backlash may appear threatening, but it can be productive. It encourages organisations to refine, measure, and embed diversity more deeply. The future of DEI is not less engagement, but better engagement — one that demonstrates value for business and society alike.

The full episode can be watched at https://ipatriotpost.com/dei-michael-stuber-shares-his-take-on-inclusion/ or on the DEI Youtube Channel https://www.youtube.com/watch?v=sa_2Rztd2z8 or as a post on the Engineering DEI Channel https://www.youtube.com/@engineeringdei

Let’s challenge paradigms and co-create new narratives and solutions. Through key-notes, articles, and dialogues, my input sparks reflection, provides clarity, and inspire constructive change.

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