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Over the last few months, we’ve seen a wave of corporations walking back their Diversity, Equity, and Inclusion (DEI) commitments. I wish I could say I was surprised, but honestly, I’m just exhausted. It’s been a slow-motion backpedal, full of carefully crafted PR statements that amount to: We got scared. And now Target—Target, of all places—is the latest to cave under pressure, which led Twin Cities Pride to (rightfully) say, “Cool, then you’re not welcome at our 2025 celebration.”
That? That’s called accountability. And I’m here for it.
This trend is a troubling, gutless, fear-driven retreat from something that should be non-negotiable. Meanwhile, Costco’s board just unanimously voted to keep their DEI practices intact. Which means one thing: courage isn’t extinct—it’s just rare.
This matters. This is about more than corporate policies or some buzzy HR initiative. This is about who we are as a country. About whether we’re the kind of people who mean what we say or if our values are just convenient little sweaters we take off when the room gets too hot.
We need to talk about DEI like grown-ups. Too many people are running around acting like it’s a zero-sum game where if we prioritize inclusion, suddenly straight white men everywhere are getting tossed into the abyss. That’s not how this works, and that’s not what has happened.
DEI isn’t about hiring people just because of their race, gender, or identity. It’s about making sure our hiring processes aren’t rigged in favor of the same homogenous talent pools they’ve historically pulled from. It’s about removing the barriers that have kept qualified, talented people from getting a fair shot.
And for the love of logic, can we stop with this “reverse racism” nonsense? That’s not a thing. You don’t flip a switch and suddenly undo centuries of systemic oppression by interviewing more diverse candidates. That’s like saying adding ramps to a building is "unfair" to people who can already use the stairs. Equity doesn’t mean taking jobs from qualified individuals and giving them to unqualified people. It’s about removing barriers that often stand in the way so that all qualified individuals have a shot at the seats around the proverbial table.
Fear is the enemy of progress, and right now, it’s winning. I’ve been talking about fear for years, and here’s the deal: it owns us if we let it. It keeps us small, silent, complicit. Fear is why so many companies are caving. They’re afraid of backlash. Afraid of being called "woke." Afraid of losing a handful of customers who probably never supported their DEI efforts in the first place.
I get it; I really do. I run a company. I know what it’s like to make tough calls. I know the pressure of keeping the business afloat, of navigating tense political waters, of wondering if taking a stand will cost you something big.
But if a company’s values—or our own personal values—only apply when it’s easy, then they aren’t values. When companies fold under pressure, they tell the world that human dignity is negotiable. That they’ll stand by their employees, until it gets inconvenient. And if you think employees don’t notice? Think again. Because people—especially those from marginalized communities—see that stuff loud and clear. And it hurts.
Costco had every reason to follow the pack. They could’ve done what so many others are doing like using coded language about “reassessing priorities” and quietly scaling back their commitments. But they didn’t. They stood firm, and even doubled down because they understand that DEI isn’t political, it’s smart business.
Belonging is meaningful and measurable. Inclusive workplaces see a 56% increase in job performance and a 50% drop in turnover risk. That’s not just a feel-good story; that’s money in the bank. Employees who feel valued stay longer, work harder, and invest in their company’s success. And consumers? They see who’s walking the walk.
The most recent census showed us that, by 2045, the U.S. will be a majority-minority country. Companies that refuse to evolve with the world we actually live in are setting themselves up for irrelevancy and failure. And this isn’t just a corporate problem. This is an us problem. If we want better, we have to demand it.
It starts with actions we can all take, despite exhaustion and even if we’re feeling some fear in the face of small but vocal groups of people.
Recommit to your values: If your company has backed away from DEI, push them to explain why. Come with respectful, direct questions, supported by data, that hold leadership accountable for their actions. If they haven’t backed away from DEI, make sure they don’t and ask them to share specifically what steps they are taking toward equity.
Educate, don’t assume: DEI isn’t about checking boxes—it’s about shifting and opening mindsets. Too many people don’t understand DEI because the noise and ambiguity around the acronym have overpowered the core meaning. Start conversations. Challenge misinformation. Take the time to articulate what DEI means to you personally and start there rather than with politics.
Confront fear with facts: Don’t let lazy, bad-faith arguments go unchecked. Research evidence that upends the common anti-DEI arguments like reverse racism, DEI is unfair, and inclusion only benefits a few people.
Lead with accountability: Own your role within the current climate. Decide the kind of citizen you want to be and commit. We can all call out performative allyship. We can all demand that a company that claims to care about DEI but their leadership team is still 99% white guys do better.
Include everyone: At work, DEI is not just an HR thing, it’s about the culture that is felt in meetings and conversations, too. Everyone on every team can make others feel safe, valued, and empowered at work. In fact, I’d argue that it’s everyone’s job to do so.
We don’t need more companies bowing to fear. We need leaders with spines. Just as importantly, we need people—at every level—who are willing to stand for what they believe in, even when it’s uncomfortable.
DEI isn’t about left or right. It’s about right or wrong. It’s about people and whether we want to live in a world where our workplaces, our boardrooms, and our communities reflect the diversity of the world we actually live in. So let’s stop treating it like it’s up for debate. It’s not. It’s necessary. And it’s on all of us to make sure we don’t let fear win.
If you’re truly interested in recommitting to the work it takes to create equitable workplaces, I have a book to recommend: Senna Hodges’ “From Ally to Accomplice: How to Lead as a Fierce Antiracist.” The book will help you embrace action, challenge white supremacy, and navigate your workplace and beyond with a profound understanding of how racism shapes the lives of everyone around you.
I have found Seena’s teachings incredibly helpful as I navigate my responsibility and opportunity as a privileged person in a workplace. What I find so unique about her approach is the way she personalizes it all—our work selves aren’t separate from our home selves so our education and action has to be rooted in all parts of our lives. DEI work is about us, all of us and all parts of us. She really shows the reader how to do that in meaningful ways.
Buy “From Ally to Accomplice.”
I recently shared some thoughts on Mark Zuckerberg, and the broader “Tech Bro” culture. To me, it’s all signaling something big about the state of the tech industry and where and how we’ll find our place in its future.Read "Bro Culture 2.0: From Hoodie to MMA Gloves, What Zuckerberg's Transformation Says About Tech (and Women in the Industry)"
Coming up next Monday, February 3rd, is the third annual Black Entrepreneurs Day at the Minnesota State Capitol. I’ll be speaking at the rally and hosting consulting sessions in which people can ask me anything about their tech challenges.Buy tickets for the Black Entrepreneurs Day event.
CIOs Against Cancer is hosting TechSHEroes, an inspiring and impactful day at our TechWell Event on February 20th! I am joining to raise critical funds for the American Cancer Society while empowering women leaders in technology and their allies. We’re hoping that together, we can make strides to support cancer research and those affected by this disease.
I joined the women of “The View in Your Mirror” podcast, one a wardrobe consultant and the other a living spaces specialist, to talk about leading with authenticity.
Listen to “The View in Your Mirror.”
“It is curious that physical courage should be so common in the world and moral courage so rare.” — Mark Twain
