In this moment of intense polarization, leading Diversity, Equity, and Inclusion (DEI) initiatives has never been more challenging—or more essential. For practitioners and leaders dedicated to fostering equity and belonging within organizations, the stakes are high. As societal tensions seep into workplaces, the ability to navigate conflict and engage in difficult dialogues is becoming a non-negotiable skill.
The Current Climate: Project 2025 and a Climate of Fear
Over the last decade, but especially in the last several years since the murder of George Floyd, the DEI industry has grown rapidly. Initiatives have reached into themes and studies of culture, belonging, justice, and access, centering the needs and experiences of historically marginalized and deprioritized groups. These initiatives have grown to support a whole field of practice, implementing new departments, chair positions and projects across industries and sectors.
Yet, with all movements that challenge oppression and move towards liberatory change, facing political criticism, resistance and cooptation is inevitable. The recent political and cultural landscape has grown increasingly hostile to DEI initiatives. One of the most alarming developments is Project 2025, a blueprint proposed by conservative think tanks to reshape the federal government and roll back progressive policies. Part of this plan explicitly targets DEI programs and language in federal policy, programs and contracts, including phrases like "equity," "gender-inclusive," and "systemic racism."
For DEI practitioners, this signals not just a policy shift but an ideological battle that cuts to the heart of our work. Leaders in federal and federally funded organizations are already grappling with questions about how to adapt their initiatives to this hostile environment without compromising their values. The uncertainty is palpable and is rippling beyond federal agencies to influence universities, non-profits, and corporate spaces. Every conversation I have had since the beginning of November has been rife with the anxieties associated with these changes.
This environment has deeply unsettled changemakers across sectors:
In boardrooms, executives fear backlash from stakeholders or the media, causing hesitation around DEI investments.
On college campuses, students and faculty are witnessing challenges to academic freedom and inclusion, with LGBTQ+ protections, DEI programs and inclusive curricula under scrutiny or being eliminated.
In community organizations, leaders face burnout as they navigate dwindling resources and growing resistance.
For transgender and gender-expansive communities who have become a central target of policy attacks, the assault on DEI can feels like an assault on our very existence. This moment requires leaders who can hold steady amid uncertainty, fostering environments where everyone feels valued—even as external pressures mount.
Conflict and Polarization in the Workplace
Polarization isn't just happening "out there" in the world; it's showing up within organizations. Employees may feel deeply divided over issues related to race, gender, politics, or social justice.
These divisions can lead to:
Heightened defensiveness: Some employees may resist DEI efforts, seeing them as politically charged or divisive.
Emotional exhaustion: For marginalized employees, repeated calls for change without meaningful action can deepen disillusionment.
Erosion of trust: If leaders avoid conflict, it can undermine credibility and create a culture of avoidance, stifling growth, creativity and collaboration.
These challenges underscore the need for leaders to step into discomfort and build the capacity to engage in hard conversations.
The Skills Leaders Need Now
To lead effectively in these times, practitioners and leaders must develop skills that address conflict as a transformative opportunity, rather than a roadblock. Here are a few key areas of focus:
Strategic Conflict Engagement: Conflict is inevitable, but it doesn’t have to be destructive. By understanding the dynamics of conflict and learning when and how to mediate disagreements, leaders can create spaces for authentic, values-driven conversations with adequate supports in place.
Trauma-Informed Facilitation of Difficult Dialogues: The ability to guide conversations around polarizing topics is essential. This means creating psychologically safe spaces and trauma-responsive spaces where participants feel heard, while also challenging harmful biases or behaviors when necessary.
Empathy and Active Listening: Leaders must develop the ability to deeply listen—especially to marginalized voices—and respond with compassion. Empathy isn’t about agreement; it’s about connection.
Resilience and Adaptability: DEI work requires stamina. Leaders need strategies for navigating setbacks, staying resourced and grounded, and maintaining momentum even in the face of resistance.
Systems Thinking: Understanding how individual conflicts tie into broader organizational and societal systems helps leaders avoid finger pointing and address root causes rather than just surface-level issues.
Pairing compassion and empathy with a systemic understanding of oppression is a vital element of this work, not using compassion as a passive blanket approach to lowering the temperature but as an active practice of recognizing the humanity in others—even when their perspectives challenge our core values. Behind every defensive comment is a deep sense of fear, powerlessness or a traumatic experience. Strategic DEI leadership requires us to engage with this complexity, creating spaces where difficult emotions can be acknowledged and transformed into opportunities for growth and understanding that ultimately lead to stronger, more collaborative relationships.
Why This Work Matters
At its heart, DEI is about fostering connection and shifting conditions towards greater collective flourishing. In times of division, the work of building bridges becomes even more urgent. Organizations that invest in equipping their leaders with the tools to navigate conflict and polarization will not only survive these times—they’ll thrive. By modeling vulnerability, accountability, and a commitment to fostering thriving (regardless of whether it is called "DEI" work or not), they can create cultures that withstand external pressures and internal divisions.
As we face the rollout of new policies and cultural shifts that threaten inclusion, getting creative is no longer optional—it’s essential. Leaders must learn to pivot, adapt, and develop innovative approaches to reach toward flourishing in the face of resistance. Like a tree swaying with powerful winds, organizations must cultivate flexibility and resilience to withstand the storms of change without breaking. This moment demands boldness, imagination, and a willingness to try new methods, while staying deeply rooted in shared values and the vision of a flourishing, fair future for all.
How Awakening Creatives Can Help
At Awakening Creatives, we understand the complexities of this moment and are poised to support change makers to awaken the innate creativity you posses. Our team offers consulting, coaching, and training designed to help organizations navigate these challenges with confidence and compassion. Whether you’re looking to build conflict engagement skills, facilitate meaningful dialogue, or transform your DEI strategy, we’re here to support you.
Let’s co-create a path forward that centers compassion, connection, and creativity—even in the most polarized times.
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Together, we can prepare to lead conversations that not only address but enrich our understanding of each other during these challenging times and how to engage in co-liberation.
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