Diversity Equity and Inclusion (DEI) is in front of the political firing squad for the current U.S. administration. Since the January 20th inauguration, the current president has signed seven executive orders relating to DEI. These orders have most private companies and service providers, federal agencies and institutions, municipal and state governments, non-profits and educational institutions scrambling for cover in the form of renaming, reorganizing, scaling back or sunsetting their DEI initiatives, programs and offices. However, some have publicly refused to cower in fear, and are willing to face any future consequences of actively supporting a diverse workforce. Regardless of seemingly widespread DEI initiatives, the concept has always been politicized and polarizing. In its politicization, a false narrative has been proscribed and adopted by many people with little actual experience and knowledge about DEI initiatives. That narrative is, that DEI is a bridge solely for unmerited, unqualified Black American’s inclusion in the workforce due to a historic lack of systemic opportunities to fully participate in the educational and capitalist systems at their highest levels. But DEI is not based on exclusion and centered around incompetency and inadequacy. On the contrary, DEI initiatives are intentional opportunities for all (with the exception of heteronormative white males for whom systems were created by and for, for their singular participation and prosperity) to participate fully in this society’s education and capitalist system. This includes women. When DEI goes, intentional opportunities for women (of all race, ethnicities, gender and sexual identification, and religions) goes with it.

The reality of the U.S. administration’s focus on the eradication of DEI and the actions of unbound non-federal governments, institutions, organizations, agencies, and non-profits cowering in the wake of threats of potential law suits for initiatives that are still legal-will mean decreased jobs, advancement, educational opportunities &c..for women as well as the elimination of and monitoring of growth, policies, practices, procedures, and benfits that support all women.

As of this article Axios reported:

• Goldman Sachs announced it will no longer require corporate boards of directors to include women and members of minority groups.

• Other organizations have eliminated supplier diversity goals which directly impact the hiring of women.

• Many companies have publicly announced they will cease participation in the Human Rights Campaign Foundation’s Corporate Equality Index (a benchmarking tool on corporate policies, practices, and benefits pertinent to lesbian, gay, bisexual, transgender, and queer employees).

While Civil Rights, EEO, Disability, Sex Based Discrimination and Harassment laws are still the law of the land, they have proven not to be enough over time. Now more than ever, women in leadership need to use their voice and their power to support the advancement of other women through sponsorship, as well mentoring young women throughout their careers.