My answer to: “Are you quitting DEI?”

It’s a tough season for many of us. While my identities and life circumstances protect me from some challenges, others I am feeling keenly.

For example: new inquiries for my business dropped by 80%. Last year, my business reported a loss for the first time since I officially launched in 2017. 

It’s hard on the ego. And of course, on the pocketbook.

Yet something important is also emerging: the organizations and leaders who are still showing up to inclusion and belonging are incredibly aligned. They’re not engaging in DEI because it’s good optics; they recognize that it is essential even when there are serious headwinds. 

So last week in Inclusion is Leadership I shared how I’ve been navigating this moment on different levels: in my body, in my business, and in the deeper values that guide my work.

And now I want to share with you my answer to a FAQ I hear often (and, for those of you who also work in DEI, you probably hear too): am I considering changing my business in light of the pushback against DEI?

Real talk: My thoughts on pivoting (hint: not for me)

The answer is simple: No. (Some have also asked if Uncompete is a pivot. It’s not—more on that below.)

Though I've never considered changing my business, I’ve long grappled with being pigeonholed into DEI, when I’ve always approached this work as fundamental to and inextricable from great leadership, management, team-building, and reaching big, hairy, audacious goals.

(That’s why I named my LinkedIn newsletter Inclusion is Leadership.)

At the same time, I understand and have seen firsthand that when we don’t name diversity, equity and inclusion, it’s easy to default to the “leadership” or “management” or decision-making and authority of those already in positions of power and status in organizations and society.

As I prepare for my next book, Uncompete, I want to clarify that it’s never been about changing my focus away from DEI. In fact I formalized the ideas in Uncompete back in 2022, during a time when the world was VERY pro-DEI (remember that!?) and I was making record revenues from DEI consulting and speaking. ALSO, anyone familiar with the book publishing process will know, it takes YEARS from idea → Book in hand.

Even in that (mostly) welcoming and enthusiastic environment in 2022, I saw the challenges we were up against: scarcity, zero-sum thinking, one-upping. COMPETITION both within groups of people with similar identities AND with those we consider the “other.”

While I never predicted the extent of the dangerous anti-DEI backlash we’re seeing now, I always saw that we couldn’t make true progress without addressing this scarcity thinking I’ve seen everywhere. The: “does the women’s leadership program at my organization mean men don’t get to progress?” or “The #MeToo movement makes me uncomfortable because I’m a man who would never…so #NotAllMen.” 

I believe from the bottom of my heart (and science backs this up) that re-orienting towards our nature to uncompete is critical to allowing inclusion and belonging to thrive. As a leadership and human imperative. 

We must deliberately, intentionally and constantly push back against competition-and-comparison-everywhere writ large.

An Unwavering Commitment

If you’ve stayed with me this far—both reading this and supporting me over the years—thank you.

This moment is hard. It’s easy and normal to feel disheartened. But I’ll say this clearly: Whatever it takes, however it looks or whatever it’s called, I will always, always, always advocate for a better, more inclusive world. I hope to be able to until my last breath. 

Because those of us doing this work from our hearts know true equity and inclusion isn’t about a moment or movement. True justice requires us to stay the entire course.

Now, let me learn from you: if your work focuses on DEI, how are you responding to the “changing focus” question? And for everyone, I’d love to hear what you’re seeing that’s bringing you joy these days.

Let’s keep the conversation—and the work—going.

In solidarity,

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