The need to deliver equitable care, foster inclusive environments, and harness the transformative power of diversity is undeniable. As change leaders and advocates, our work is vital to meeting the evolving needs of our patients, communities, and organizations.
Yet, this mission faces headwinds. In recent months, visible anti-DEI movements amplified in the media, paired with federal actions aimed at dismantling key practices and policies, have created an atmosphere of heightened anxiety and uncertainty.
Paradoxically, while the backlash is loud, the demand for progress has never been greater. Organizations and communities are calling for more—more inclusive hiring practices, more robust health equity strategies, more education, and, above all, more community.
Despite the headlines showcasing companies scaling back their efforts, there is a quieter yet more pervasive story unfolding: countless organizations are holding the line. They remain unwavering in their commitment to equity, diversity, and inclusion, recognizing the undeniable business and moral imperatives of this work.
To rise to the challenges of this moment, we must grow our capacity for uncertainty.
The path forward requires resilience and clarity of purpose. It’s not just about navigating the noise but doubling down on the work that makes a difference—because equity is not a trend; it’s a necessity.
Through my own work, I’ve uncovered five key themes that can help organizational leaders navigate uncertainty and stay the course:
Five Key Themes That Can Help Organizational Leaders Navigate Uncertainty and Stay the Course
· Reframe the Message: Position health equity, diversity, and inclusion efforts as essential to engaging and benefiting everyone within your organization.
· Leverage Data Strategically: Focus on metrics that matter and clearly communicate the impact of your initiatives.
· Embed Equity at the Core: Implement sustainable, organization-wide practices that transcend silos and foster long-term progress.
· Build Resilient Partnerships: Strengthen ties with legal, policy, and government relations teams to navigate challenges with clarity and confidence.
· Invest in Knowledge: Equip yourself with the tools and expertise to lead effectively. If you haven’t pursued the ODLC Strategic Diversity Leadership Certificate experience, now is the time to strengthen your foundation with evidence-based strategies.
Keep scrolling for links to a few recent articles that will spark productive conversation and can inspire your own “long-game” strategy for optimizing the effectiveness and sustainability of your efforts during these complex times.
I understand how complicated and demanding this work can be, particularly in this moment of unprecedented challenges and uncertainty. The pressure and worries may feel amplified, but it is precisely this unwavering commitment to equity, diversity, and inclusion that holds the potential for profound, lasting change. Stay the course with confidence—our efforts are not only crucial in navigating this complexity but will also pave the way for a legacy of impact that endures far beyond the uncertainties of today.
Holding the line,
Dr. Erica Taylor
Additional Resources
- HBR: Continuing the Work of DEI, No Matter What Your Company Calls It
- While DEI has faced significant backlash in the last year, companies across industries are still looking for ways to build healthy, inclusive workplace cultures where everyone can do their best work. New data at shows that even during this year of backlash, companies continued to make progress on many of their DEI initiatives.
- ABC News: These companies are sticking with DEI amid backlash
- While some companies steer away from diversity, equity, and inclusion (DEI) policies, others are sticking with their previous commitments.
- HR-Brew: Apple and Amazon appear to be sticking with their DE&I programs
- As Meta walks back its diversity programs, Amazon and Apple appear to press forward.
- HBR: What Comes After DEI
- While backlash to DEI has challenged how many companies and practitioners approach creating more equitable workplaces, fewer have considered whether DEI work itself has room to improve. A new framework, built around the core outcomes of fairness, access, inclusion, and representation (FAIR) that DEI was supposed to achieve for all, offers a new direction.
