%20(1).png)
At times, moments of resistance and uncertainty can be catalysts for progress and innovation. But moving forward requires community, strategic thinking, and a deep commitment to the work.
Right now, DEI professionals and company leaders are struggling to navigate the current pushback against DEI efforts from our government.
Do we pause our efforts? Do we keep going? Do we scrap everything and wait?
Many leaders have asked me about our approach at Perfeqta, so I’m sharing our agency’s perspective to spark a conversation.
While we can’t prescribe a one-size-fits-all solution – every industry and organization is different – we hope to provide insights on how companies can adapt, evolve, and sustain their DEI commitments rather than retreat from them.
If you’ve been doing the work, you know that DEI has proven to drive meaningful progress, making workplaces more inclusive, equitable, and safe. But there’s still work to be done.
As the landscape shifts, the challenge isn’t just about defending DEI, it’s about future-proofing it to sustain these efforts long-term. Let’s talk about how to move forward from here.
Our team at Perfeqta is advising our clients to remain steadfast and strategic, so we’ve created a framework companies can follow to maintain their commitment to DEI, even when there’s resistance.
DEI has always been about creating a workplace where everyone has the opportunity to excel. It’s not about exclusion, quotas, or special treatment. At its core, DEI ensures all employees, regardless of background or identity, have access to career growth opportunities and leadership pathways to improve their performance and potential. Make sure your organization understands that when done right, DEI improves the employee experience for every person who’s part of the organization.
Leadership buy-in is everything. DEI should be positioned as a strategic business priority that enhances performance, innovation, and retention. Help executives connect DEI to their key business goals and explain how these initiatives lead to more engaged, high-performing teams.
A strong workplace culture is built on transparency, accountability, and trust. Employees want to know where the company stands, especially in times of political tension. Reinforce your stance on what DEI means to the organization and how it is about creating an environment where employees feel valued, supported, and set up for success.
Some companies are shifting how they talk about DEI, integrating it into broader themes like leadership, culture, and engagement. If you need to change the language, the work itself must remain intact. Find ways to position DEI as a natural part of building a high-performing organization.
DEI is more than a mission statement and should be reflected in every part of the employee experience – from hiring practices and promotions to leadership development and team building. Assess your current policies and programs and identify where gaps exist. Then, take action to make sure DEI is woven into the fabric of how your organization functions.
We understand many companies are feeling the pressure to pull back. However, those who maintain a strong commitment to DEI will emerge stronger, retain high-performing teams, and build trust with their employees and external communities.
June 2, 2025
If your culture feels unsteady, you need a reset rooted in presence, clarity, and leadership that models the culture you actually want to build. Here are four priorities to focus on in the next 60 days.
.svg){kind=icon}
March 6, 2025
As DEI, HR, and culture advocates, you’ve seen how silent leadership can hurt your company’s success. Here's how to turn executive inaction into authentic engagement.
March 27, 2025
Here are four priorities companies should focus on this year to help close the leadership gaps in their culture.
%201.png){kind=small}
.svg){kind=icon}
.webp)
.svg){kind=small}
.svg){kind=small}
.svg){kind=small}