How the loss of DEI will impact women and what we can do to meet rising challenges

Bonnie Boyce-Wilson

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Generations of women have fought to develop these benefits now being ripped away. They will need to challenge the narratives driving the backlash and work toward creating workplaces where everyone has the opportunity to thrive.”

Diversity, equity and inclusion promotes the fair treatment and full participation of everyone, particularly groups that have been historically underrepresented or subject to discrimination based on identity or disability.

DEI covers characteristics such as race, gender, ethnicity, sexual orientation, disability, age, culture, class, veterans’ status and religion.

The U.S. has a long history of efforts to ensure fair treatment of such groups by enacting legislation and/or executive orders granting special considerations or accommodations, such as veteran status to gain employment or get a home mortgage.

The origins of Veterans’ Preference date back to the Civil War, when soldiers returning from the war faced significant difficulties in finding employment. The Americans with Disabilities Act, ADA, required “accommodation” through physical arrangement of public and workspaces to accommodate disability. Following the murder of George Floyd in 2020, corporate America dramatically declared its commitment to social justice and created initiatives to address workplace inequities.

Women were included in DEI as an underrepresented group that has often faced discrimination. DEI has benefitted women by expanding educational and career opportunities through opening doors providing fair access to education and employment. Mentorship and leadership training has empowered women to advance careers. Some progress has been made toward closing the gender pay gap.

Policies such as the Family and Medical Leave Act were developed to support parental leave and family support. Research has shown that strong DEI policies combat discrimination and microaggression. Further benefits of DEI helped to create an environment where everyone felt valued, included and able to contribute to full potential.

The Trump administration has directed DEI funding to stop, and many companies have already complied. Federal funding has also been slashed for university DEI programs.

DEI’s decline isn’t just about economics or performance metrics. It is also about power, culture and the narratives we tell about fairness and opportunity. Some corporate leaders see dismantling DEI as a way to appease a powerful minority.

Women who have previously benefitted from DEI will need to adapt to a changing workforce environment. Losing DEI will result in loss of a supportive work culture such as lack of role models, a decrease in opportunities for promotions and career advancement, and feelings of exclusion. Elimination of DEI will also negatively impact many other groups, including those who benefitted from the ADA.

Loss of DEI funding will also make it harder for women-owned businesses to secure investments. A venture capital firm, the Fearless Fund, which invested nearly $27 million in businesses led by women of color, permanently closed its grant program for Black women business owners last fall.

Growing challenges for women with the loss of supportive work culture include gender bias and discrimination, stereotyping that questions abilities, lack of female role models and mentors, fewer opportunities for promotion and leadership, being overlooked at meetings and not being considered for high-profile projects.

Women will need to build strong systems of support, focus on continuous learning and skill development, strengthen self-advocacy and negotiating skills and create more inclusive work environments.

Women can also expand community building, developing local networks and events. They can further skill development through online courses, webinars and tech resources, and seek career support through mentorships and scholarships.

Women are disproportionately affected by return-to-work policies because they often have additional caregiving responsibilities and need more flexible work environments and family friendly policies which support a work-life balance.

Generations of women have fought to develop these benefits now being ripped away. They will need to challenge the narratives driving the backlash and work toward creating workplaces where everyone has the opportunity to thrive.

Editor’s note: Women’s Watch is a cooperative writing effort of the local chapters of the American Association of University Women, the League of Women Voters and the National Organization for Women. This piece was authored by Bonnie Boyce-Wilson. Please send your comments to AzOpinions@iniusa.org. We are committed to publishing a wide variety of reader opinions, as long as they meet our Civility Guidelines.