Beyond the Surface — The Deeper Implications of Cancelling DEI Initiatives
Meaning Beyond Face Value
On the surface, the recent Executive Order to cancel DEI initiatives might seem straightforward. It mandated the dismantling of committees, the erasure of programming, and the removal of relevant signage from workplaces. At first glance, it appeared to affect only a small group of individuals holding specific, DEI-related roles. A refocus on merit-based hiring, as some companies are suggesting, may offer a new look at inclusivity.
However, the message and impact of this order run far deeper and reach much further. For many, corporate DEI initiatives represented a long-overdue acknowledgment of structural inequities and a meaningful effort toward communal growth. The essence of “liberty and justice for all” in the workplace translates to equitable representation, fair pay, and equal opportunities. When these initiatives are eliminated, so too is the progress toward a workplace that genuinely reflects these values.
Nullifying DEI Has Trauma-Related Implications
Trauma is often understood in individual terms — such as experiencing a car accident or a personal tragedy. However, trauma also occurs within interpersonal relationships and large communities, spanning generations and history. Recognizing and addressing collective, and transgenerational trauma is a core principle of trauma-informed care.
For individuals from marginalized or minoritized communities, the Executive Order may feel more like just a policy shift — it may feel personal. The abrupt cancellation of DEI efforts can reinforce historical trauma, echoing past experiences where their voices and needs have been systematically erased. The very steps required to comply with this order—shutting down programs, removing DEI language, and dissolving committees — can, in themselves, be traumatizing or re-traumatizing for many employees.
Trauma-Informed Approaches Can Help
During times of change and uncertainty, core priorities of trauma-informed care — such as safety, transparency, and collaboration — are often disrupted. However, organizations can take steps to comply with federal directives without disregarding the well-being of their workforce.
Strategies for Navigating Change Without Neglecting Your Workforce:
Acknowledge the impact of this order on team members and validate their concerns.
Create an inclusive team culture where employees feel heard and respected.
Maintain transparency in written and verbal communications to build trust.
Provide opportunities for two-way feedback, ensuring employees can express their perspectives and concerns.
Engage with diverse team members and clients to understand potential impacts and collaborate on solutions.
Implement changes in a phased approach, where possible, to allow for adaptation and support.
Expand access to mental health resources to support employees through transitions.
Staying True to Your Mission
While eliminating DEI from your company or organization may be unavoidable under federal directives, your commitment to an inclusive and equitable mission does not have to change.
In my clinical practice, I remain dedicated to providing top-quality, equitable care for Veterans of all races, ages, genders, ethnicities, abilities, and faiths. No policy change can alter my responsibility to serve with fairness and dignity.
For organizations navigating this shift, the challenge lies in ensuring compliance while maintaining an environment that respects and values all employees. A trauma-informed approach can help bridge that gap, reinforcing that while policies may change, our fundamental commitment to equity and inclusivity should remain steadfast.
Disclaimer: The ideas expressed in this blog do not represent the position of the Federal Government or the U.S. Department of Veterans’ Affairs.