Diversity, Equity, and Inclusion - Research and Resources: In the Media

Proponents of DEI face an enormous struggle over the next four years. The incoming Trump administration has signaled it will escalate the already virulent anti-DEI backlash in the workplace. Leaders who want to build just and inclusive organizations amid these challenging conditions can look to a framework developed eight years ago to help multinational corporations support LGBTQ+ inclusion in countries that are hostile to LGBTQ+ rights. Companies can follow: 1) the “When in Rome” model, in which they adhere to local norms and laws, even if that means diluting some of their DEI commitments; 2) the “Embassy” model, in which they adopt DEI policies internally but do not push for larger societal change; or 3) the “Advocate” model, in which they seek to shift local laws and social norms in a pro-DEI direction.

Diversity, equity and inclusion initiatives have become a target of conservatives across the nation, with several states passing laws against them.

There are currently more than 30 bills across the U.S. targeting diversity, equity, and inclusion initiatives at public colleges.

The far right wants to get rid of DEI offices, end anti-bias training, and stop public statements of support for diversity. It’s the latest effort to dismantle systems designed to foster racial equity and progress.

KEY TAKEAWAYS
1) DEI supports students and faculty who are historically underrepresented on campuses—that is students of color, military veterans, students with disabilities, and others.
2) At least 24 states are weighing anti-DEI bills this spring, many aiming to close multicultural and LGBTQ+ campus centers and forbid employees from providing specific supports.
3) Resources provided through DEI help students persist to graduation—and educate everyone on campus about living in a diverse world.