I recently addressed a room full of business owners and corporate decision-makers at a Welcome to Georgia reception to kick off the national supplier diversity conference in Atlanta. My challenge to the group was a simple question with broad implications for the future. When I first asked, “What Will You Do?”, it was a call to action — for individuals, corporations, and communities — to resist the dismantling of Diversity, Equity, and Inclusion (DEI) initiatives. Since then, we have seen the anti-DEI movement intensify, with corporate rollbacks, legal challenges, legislation and political rhetoric fueling a growing resistance to inclusive business practices.
But the real question isn’t just what we will do, it’s how we will do it? How should we respond to the mounting opposition? How do we protect hard-won progress? How do we continue to move forward with impact? Advocates like the Georgia Minority Supplier Development Council (GMSDC) – Georgia’s leading small business development and supplier diversity organization – have not shied away from these important conversations. They have met them head-on, engaging directly with their members, stakeholders and external policymakers to understand the concerns, identify vulnerabilities, and start the process for a path forward.
Now, it’s time for all of us to do the same. The way forward is clear: we must reframe, reinforce, and reimagine DEI to ensure it remains an undeniable force for progress and economic equity.
1. Reframe the Narrative: DEI is a Profitable Business Imperative, Not a Political Agenda
The biggest challenge facing DEI today is the distortion of its purpose. Opponents paint DEI as “reverse discrimination” or an ideological agenda, rather than what it truly is: a business strategy that fosters innovation, competitiveness, and economic growth, building shareholder value.
So, how do we reclaim the narrative?
- Anchor DEI in Business Value: Companies that prioritize diversity outperform their competitors. Studies consistently show that diverse teams make better decisions, drive more revenue, and increase customer satisfaction. When we talk about DEI, we must lead with the numbers—because the financial case for diversity is undeniable.
- Make Inclusion About Talent, Not Quotas: Many companies fear legal scrutiny over diversity hiring. Instead of focusing on diversity as a hiring goal, reframe it as inclusive talent optimization—ensuring that organizations cast a wide net to attract, develop, and retain the best talent, regardless of background. Affirmative Action programs brought valedictorians to top colleges, thereby elevating the caliber of the student body, not diminishing it.
- Focus on Economic Impact: Supplier diversity programs inject billions into the economy and create jobs in historically disadvantaged communities, while actively demonstrating how inclusive procurement strengthens industries and economies. We must amplify these success stories and clarify the impact they make on profitability.
- Highlight DEI as a Risk Mitigation Strategy: Companies that roll back DEI face consumer backlash, reputational damage and employee disengagement. Leaders need to hear this: backtracking on DEI isn’t just risky, it’s bad for business.
When we reframe DEI as an essential, revenue-positive business function, we strip away the politics and make the conversation about what truly matters: growth, opportunity, and sustainability.
2. Reinforce Commitment: A New Era of DEI Requires Strategic Adaptation
The landscape has shifted. Simply continuing “business as usual” is no longer enough. To safeguard DEI, we must adapt our approaches and fortify our strategies.
Corporate Strategies for Resilience
- Move Beyond Optics—Prioritize Structural DEI: Performative DEI efforts—like one-off events or symbolic gestures—are easy targets for critics. Instead, focus on institutionalizing DEI into hiring, supplier diversity, leadership development, and performance metrics.
- Embed DEI into Legal and Compliance Frameworks: Given the rise of legal attacks on DEI programs, companies must ensure that their initiatives are aligned with employment laws and equal opportunity statutes. We must consult with legal experts for guidance on safeguarding supplier diversity programs against legal challenges.
- Train Leaders to Be DEI Champions: DEI is not the responsibility of one department…it must be embedded across all levels of leadership. Companies should invest in training executives and managers to champion inclusion in measurable, actionable ways.
- Ensure Supplier Diversity is Non-Negotiable: Corporate procurement teams should be required to continue engaging diverse suppliers, not as a “feel-good” measure, but as a business imperative that fosters innovation and cost efficiency.
Community Strategies for Strengthening DEI
- Coalition Building: The anti-DEI movement is coordinated—we must be, too. This requires being proactive in forming alliances with business organizations, advocacy groups, and policymakers to ensure a united front.
- Local and State-Level Advocacy: While federal policies fluctuate, state and local governments remain crucial battlegrounds for DEI policies. We must support state-level procurement mandates and supplier diversity goals that ensure minority-owned businesses continue to have access to economic opportunities. All segments of local taxpayer populations deserve an opportunity to participate in state contracting.
- Support DEI-Aligned Organizations: Companies may be rolling back DEI, but foundations, nonprofits, and advocacy groups are stepping up. Like-minded organizations are actively working with corporate partners to sustain supplier diversity efforts.
By reinforcing DEI through strategic adaptation, we can protect progress and ensure resilience—even in the face of opposition.
3. Reimagine the Future: The Evolution of DEI in a Changing World
While the challenges are significant, so are the opportunities. This is a moment not just to defend DEI, but to reimagine it for the future and position it for growth.
The Next Generation of DEI: What’s Next?
- Inclusive Technology & AI: Companies should leverage AI and data-driven analytics to create bias-free hiring tools, equitable pay structures, and inclusive leadership pipelines.
- Supplier Diversity 2.0: Instead of waiting for corporate mandates, minority-owned businesses should proactively form strategic alliances, explore new industries, and seek international expansion.
- From DEI to EIB (Equity, Inclusion, and Belonging): Many organizations are shifting from DEI language to EIB (Equity, Inclusion, and Belonging) to emphasize culture over compliance. This isn’t about abandoning DEI—it’s about evolving to ensure its longevity.
- A Proactive Approach to Legal Challenges: The legal landscape will remain a key battleground. Advocacy groups must stay ahead by working with policy experts, legal scholars, and business leaders to ensure DEI efforts remain protected and compliant.
The future of DEI will not be identical to its past—and that’s a good thing. By reimagining how DEI is positioned, structured, and implemented, we can ensure that it remains a powerful force for change.
The Answer to “What Will You Do?”—We Will Keep Moving Forward
To everyone who asked, “What will you do?”—the answer is clear:
- We will reframe DEI as a business necessity, not a political issue.
- We will reinforce our strategies, making DEI efforts stronger and legally sound.
- We will reimagine the future of DEI, ensuring its evolution and longevity.
Advocacy organizations like the GMSDC are already supporting the charge, ensuring that minority businesses are equipped with the tools, insights, and resources needed to thrive despite the opposition.
Now, it’s up to all of us to do the same.
The road ahead won’t be easy—but progress never is. We’ve been here before, and we’ve always found a way forward. This time will be no different.
So, what will we do?
We will keep fighting. We will keep building. We will keep leading.
And most importantly, we will not stop.
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