Think DE&I Is Dead at Your Company? Here’s How to Keep It Alive
You care deeply about diversity, equity, and inclusion (DE&I), but your company seems to be moving in the opposite direction. Maybe the initial enthusiasm has faded, they were never truly invested for the right reasons—or worse, those conversations never began.
I’m hearing heartbreaking stories every day– people frustrated that their leaders seem to be “off the hook,” and are abandoning important DE&I initiatives midstream.
This trend sucks.
Before we go any further in this conversation, let me pause and say THANK YOU…. to the many human-centered leaders and organizations who are doubling down to make their organizations truly inclusive.
And, if your organization has de-prioritized DEI, you can still make a difference.
Start where you are, with YOUR influence. Right now.
Practical ways you can advocate for DE&I at work, even when your company isn’t prioritizing it.
1. Start with Inclusion: Notice What’s Happening
The best DE&I efforts start with awareness. So much exclusion happens in the everyday moments that go unnoticed—but those small moments are the ones that shape your workplace culture.
Start paying attention to who is in the room—and just as importantly, who isn’t.
Ask yourself:
Who’s…
Speaking up meetings? Who’s not?
Being invited to key conversations? Who’s left out?
Getting the stretch assignments and high-visibility projects?
Inclusion isn’t just about who’s hired—it’s about who feels seen, heard, and valued once they’re there.
2. Be an Advocate: Use Your Voice for Equity
Advocating for DE&I doesn’t have to mean standing on a soapbox. It happens in everyday conversations—in meetings, in project planning sessions, and in casual chats with colleagues.
It’s about using your voice to call out inequities and advocate for fair practices.
Here are some simple ways to advocate for equity:
In Meetings
If you notice someone being talked over, interrupted, or ignored, speak up.
“I think _______ was making a great point. Let’s go back to that.”
“We haven’t heard from ______yet—what are your thoughts?”
In Hiring Conversations
If you’re involved in hiring, take a moment to ask:
“Have we considered a diverse slate of candidates for this role?”
“What are we doing to make sure our hiring process is inclusive?”
In Day-to-Day Interactions
You can also advocate in smaller, everyday moments. For example:
If someone says, “I don’t think ______ is ready for that role,” challenge it: “What makes you say that? Have we given them the same opportunities to prove themselves?”
Advocacy doesn’t have to be loud or disruptive. It can be a quiet, steady voice that nudges the culture toward fairness and inclusion.
3. If You’re a Manager, Think About Your Team. 
If you’re a leader, you have a unique opportunity to drive inclusion through the way you build and develop your team.
Start by thinking about your hiring practices.
When you’re filling an open position, are you considering a diverse slate of candidates? That doesn’t just mean looking at demographics—it’s also about different experiences, perspectives, and ways of thinking.
And once people join your team, how are you fostering inclusion?
- Ensure everyone’s voice is heard.
- Give stretch assignments equitability.
- Sponsoring and advocate for team members (and others).
- Hire for diversity— lead for inclusion.
Make sure you’re creating an environment where everyone on your team feels like they belong and have the opportunity to grow and succeed.
4. Find the Others: You’re Not Alone
Even if your company isn’t prioritizing DE&I, there are likely others around you who care deeply about it. Look for allies—people in HR, colleagues, or other leaders—who can help you drive change from the ground up.
Start a conversation. Ask, “What do you think we could do to make our workplace more inclusive?”
You Can Make a Difference
Even when your company isn’t fully on board, you can make your workplace more inclusive.
You don’t need permission to:
- Notice who’s being left out—and invite them in.
- Advocate for fairness and equity.
- Build a diverse and inclusive team.
- Take small, everyday actions to create belonging.
- Build coalitions.
Every small step you take sends a message that DE& is important—and that everyone deserves to feel valued, seen, and heard.
Your turn.
What small ways are you seeing work to create a more inclusive work environment?
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