It’s time to double down on DEI

In a decision not entirely unexpected in today’s political and social climate, Meta recently announced plans to dismantle its diversity, equity and inclusion programs. This news should serve as a wake-up call for those of us who truly care about fostering inclusive company cultures. Corporate DEI efforts have often been critiqued for being performative or reactive. While some criticism is valid, dismantling such programs signals a troubling shift away from addressing systemic inequities. DEI is not about preferential treatment—it is about creating equitable spaces where everyone has the opportunity to thrive. Ad Age Tech Power List 2025 We’re looking for top digital innovators from agencies, brands, platforms, ad tech companies and tech startups Enter here For social media companies whose platforms impact billions, there is an even greater responsibility to set a standard for inclusion, equity and representation. Leaning into values, not fear What this moment demands is courage—courage to lean into what is right for employees, consumers and communities, even when political or legal landscapes are shifting. Corporate leaders must operate holistically, recognizing that doing the right thing for people is not just a moral imperative, it is also a strategic one. Companies that value diversity of thought and experience outperform those that do not. But more importantly, employees and consumers today expect businesses to stand firm in their values, not crumble under pressure. Fear-based leadership—whether in response to activist backlash, legal uncertainties or political winds—erodes trust and stifles innovation. Leading from a place of integrity, however, fosters loyalty, creativity and resilience. Companies that embrace this mindset can adapt to changing landscapes while staying true to their principles. Cultivating cultural fluency is the true competitive advantage Cultural fluency—the ability to understand and navigate diverse perspectives—is no longer a “nice to have.” It is essential for companies that aim to remain competitive in an increasingly interconnected world. The workplace is evolving, as are societal expectations of companies. Employees are no longer content to work for organizations that fail to recognize and honor their identities. Customers are making purchasing decisions based on companies’ commitments to equity and inclusion. By scaling back DEI programs, companies such as Meta risk losing touch with this evolving reality. Worse, they risk erasing the progress made to humanize workplace policies and practices. Investing in DEI is not about responding to trends; it is about building an enduring foundation where every person feels seen, valued and respected. Humanizing the workplace, sustaining the future The conversation about DEI is ultimately about humanity. How do we create environments where people can bring their whole selves to work? How do we amplify the voices of those who have historically been silenced? And how do we build systems that don’t just accommodate diversity but thrive because of it? For those of us committed to these goals, corporate rollbacks of DEI are a reminder that the work must continue, with or without institutional support. This is a time to reimagine what inclusion looks like—not as a corporate checkbox but as an embedded value system. It is a call to action for leaders to step up, not step back, and for employees to push for workplaces that reflect the best of humanity. DEI programming shifts may mark the end of one chapter, but they should inspire a renewed commitment to the values that DEI represents. Now more than ever, those who care about representation and equity must lead with courage, clarity, and an unwavering belief in the power of inclusion to create better outcomes—for people and for the world. NextGen Marketing Summit Join us for a crash course on Gen Z, DTC marketing and the creator economy Register today

It’s time to double down on DEI

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