Michelle Bogan Feferman, Founder & CEO of Equity At Work™, was interviewed as part of the NTT Experience Center Podcast Series on AI Innovation. Watch and listen to the podcast here.

Across the US, ICE raids have caused fear among many workers. Even those who are legal citizens are in fear of being wrongfully taken by ICE, and there is additional fear for family members and friends who may not be legal citizens at this time.

In the last two newsletters, we have shared about the challenges presented in today’s Diversity, Equity, and Inclusion environment. It seems like the only constant is change, and that can cause a feeling of whiplash. We recommended starting by optimizing what you already have in place and then shoring up your DEI business case. The third step is to ensure that you have effective internal communications.

With all the whiplash in the US related to DEI, it can be hard to know what to focus on right now that will bring your organization value. When you provide clarity on what you are achieving through your DEI work, a lot of the noise about DEI automatically fades into the background.

The current environment around DEI is marked by a pronounced level of uncertainty, which can cause a kind of paralysis to set in - unsure of where we stand and with the future unclear, what do we even do?

The following best practices are learnings from all of my years of doing DEI work.  They are the tried-and-true methods that form the foundation of all of Equity At Work™’s work.

Late last week, the United States Court of Appeals for the 4th Circuit, based in Virginia, allowed the Trump Administration to enforce two of its Executive Orders related to Diversity, Equity, and Inclusion. Organizations funded by and/or doing business with the federal government will need to ensure that all of their DEI programs and initiatives are compliant with all federal anti-discrimination laws.

There has been so much activity in the DEI space that it is challenging to know which path forward is right for your organization.

In the first two weeks of the Trump administration’s second term, a number of Executive Orders have come out taking aim at DEI. We want to make sure everyone understands what these Orders do and do not mean for DEI in the workplace.

Many of the clients we work with, like many organizations overall, strive to have a workforce that is representative of the communities in which they operate. In discovery meetings, we often hear that a top priority is to implement or improve upon efforts to recruit diverse talent. But starting with recruiting diverse talent is a mistake.

Each organization’s foundational culture should also prioritize mental health and well-being. A culture committed to fostering positive mental health and well-being allows employees to bring their whole selves to work - including the personal and professional stressors they are facing - and find an environment that wants to support them and set them up for success in the workplace.

While some of the current noise around DEI is just noise, and while we can feel comforted by the majority of leaders who remain committed to DEI, it can still be challenging to lead DEI efforts. This is especially true when we encounter resistance, possibly from team members who are feeling emboldened by the current political climate and who are feeling seen by the loud voices currently criticizing any and all DEI efforts.

In the US, we have just completed a polarizing presidential race, and many in the DEI world are feeling unsure of what the next four years hold. While we certainly have heard a lot of anti-DEI rhetoric during this time, it is impossible to know how much of that will turn into action against DEI, and what form that will take.

Today is Election Day in the United States, and we at Equity At Work encourage everyone to vote.

We also encourage all workplaces to support their workers in ensuring they are able to vote - two common options are to give employees the day off for voting or to provide time throughout the day where employees can go to their polling place.

Diversity, Equity, and Inclusion is too often seen as a controversial topic, and detractors usually offer arguments that do not actually hold up under scrutiny. Here are 15 top myths about DEI, along with commentary on how to address them in the workplace.

In the year since October 7, 2023, the situation on the ground has become more and more dire and a resolution seems farther and farther away. It can seem easier just to push it aside and encourage our teams to avoid talking about what’s happening, but that’s misguided and can serve to further isolate teammates who are continuing to experience complex feelings.

DEI has always been a bit of a sensitive topic, but as the US presidential election draws nearer, DEI and related topics have become quite charged.  If you are on the front lines of handling these conversations - even those that are positive - it is easy to feel intimidated or ill-equipped.

Supporting your DEI strategy is the development of DEI-specific content that drives your initiatives and programs forward, from best practice toolkits to DEI education materials to DEI engagement activities.