Beyond the Backlash: How Leaders Can Reframe DEI as Legacy Work

With headlines proclaiming the “Death of DEI” and the “Downfall of DEI,” many organizations are questioning the future of diversity, equity and inclusion efforts. But experts argue this moment is less a death and more an inflection point—a time to reassess, reframe and move forward with intention.

DEI backlash isn’t new. According to Forbes, recent criticism has focused on specific aspects, such as hiring goals being dismissed as “DEI hires” or support for LGBTQ+ communities painted as political. Paul Ladipo, CEO and founder of Critical Conversations Consulting, said these attacks have followed a pattern.

“Anti-DEI activists started by picking on Critical Race Theory. Once that gained steam, it spread to DEI,” Ladipo said. “Then DEI became under attack at the state and university level, even being blamed for plane crashes.”

Ladipo notes that many organizations are continuing this work under different names, shifting to terms like “belonging” or “inclusive culture.” But reframing must go beyond semantics.

“Most people only understand social causes at a surface level,” he said. “If they understood the deeper roots of racism or sexism, they wouldn’t have fallen for the DEI backlash.”

Despite the headlines, research shows that most employees support DEI initiatives, crediting them with improving workplace culture, expanding talent pipelines, and boosting innovation. When individuals grasp how inclusion impacts themselves and their colleagues, they often develop deeper empathy and engagement.

Ladipo encourages leaders to treat DEI as legacy work. “We can’t solve centuries of inequality overnight,” he said. “This is long-term work that requires planning, metrics and alignment with both business and human values.”

He also urges leaders to let go of the notion that everyone must be an ally.

“There has always been resistance to social change,” he said, citing post-Civil War Jim Crow laws and political strategies built on grievance. Research from Coqual shows that while most people are persuadable, about 10% remain opposed to DEI efforts.

For DEI to succeed, leaders must pivot: deepen the work, embrace the long-term vision, and accept that not everyone will come along.