Returning Inspired: Reflections from the 21st Annual Diversity Conference in Los Angeles

By Greg DeShields

Returning from the 21st Annual Diversity and Leadership Conference in Los Angeles, I am inspired to write the DEI-focused blog I have long contemplated. The conference brings together internationally renowned speakers who share their unique experiences integrating various diversity and inclusion topics that can be applied to your personal and professional life. Attending as both a panelist and a participant in the conference has given me the clarity, motivation, and inspiration to share my voice more intentionally in this space.

First and foremost, I want to commend the organizers for their unwavering dedication to advancing Diversity, Equity, and Inclusion (DEI). In today's climate, where DEI efforts face increasing scrutiny and politicized backlash, it takes courage to keep pushing forward. Hosting a conference of this magnitude is no small feat, especially amid economic challenges and shifting societal narratives. Yet, they accomplished this with grace, conviction, and a deep sense of purpose.

The Current State of DEI: Navigating a Shifting Landscape

DEI in the United States is undergoing significant changes, marked by challenges and adaptations across various sectors.

  • The federal government has initiated substantial changes affecting DEI initiatives. The Department of Government Efficiency (DOGE) is working to dismantle DEI programs within federal agencies to align with executive orders to eliminate such initiatives.
  • In the education sector, the Department of Education faces legal challenges concerning its efforts to defund DEI programs in K–12 public schools. Universities are also adjusting their approaches to DEI to comply with state legislation, resulting in protests and calls for greater transparency.
  • Many corporations have reevaluated their DEI commitments in response to political pressures and executive orders. Additionally, there has been a notable decrease in the use of DEI-related terminology among Fortune 100 companies, with a 22% drop in terms like "DEI" and "diversity" and a 59% increase in the use of terms like "belonging." This shift reflects a strategic rebranding in response to societal backlash and increasing polarization.
  • Public sentiment toward DEI remains divided. A June 2024 poll indicated that 60% of Americans view DEI programs positively. However, the ongoing political and legal challenges suggest that DEI efforts will continue to be scrutinized. Organizations committed to diversity and inclusion may need to adapt strategies to navigate this shifting landscape effectively.

While DEI initiatives face significant obstacles in 2025, they continue to develop, with stakeholders seeking innovative approaches to promote inclusivity and equity across various sectors.

A Conference that Reaffirmed Purpose and Possibility

The conference was neither somber nor defensive; it radiated hope and forward motion. There was no cloud of negativity hovering over the sessions—only a spirit of possibility and the collective energy of change-makers. The atmosphere lifted us all, reminding us of how far DEI has come and how resilient and impactful this work continues to be.

The conversations throughout the conference were powerful. Thought leaders, academics, business professionals, and emerging voices gathered to reflect and strategize. We explored new frameworks, confronted difficult questions, and affirmed DEI's necessary role in shaping the future of our workplaces, communities, and industries.

I was especially moved by the fiery closing luncheon speaker, Dr. Cornel West, Dietrich Bonhoeffer Professor of Philosophy & Christian Practice at Union Theological Seminary. His remarks were both inspiring and thought-provoking. He urged us to reflect on the historical roots of the civil rights movement and challenged us to reimagine the future of DEI. He emphasized the importance of keeping a moral and spiritual compass at the core of our work, reminding us that true equity must serve the common good and benefit all.

What struck me most was the intentionality behind every session. This wasn't just a conference to exchange ideas; it was designed to ignite action. It reminded us that while our methods may need to advance with the times, our commitment to equity and inclusion must remain steadfast.

During informal conversations over breakfast, in breaks, and even while waiting for the elevator, a recurring theme emerged: the future of DEI must evolve, particularly by moving beyond the methodologies of the past five years. This next generation of DEI is shaped by the urgent need to respond to shifting societal expectations, changing legal landscapes, and dynamic organizational priorities.

The Time to Speak is Now

For those who, like me, hesitate to speak out or aren’t sure where to begin, let me assure you—there is no perfect moment to join the conversation. Moments like this conference remind us how powerful our voices can be when shared authentically and courageously. We also need more gatherings like the Annual Diversity and Leadership Conference, where we can exchange knowledge, explore best practices, introduce bold new ideas, and collectively shape the future of DEI.

I look forward to sharing more insights and continuing the work alongside many dedicated colleagues and new connections. DEI is not a trend or buzzword, but a movement rooted in justice, opportunity, and humanity. Its future is ours to shape.

Sources:


Popular posts from this blog

COMPASSIONATE LEADERSHIP FOR THE CLASS OF 2024: NAVIGATING THE TRANSITION INTO THE WORKPLACE

Image
  By Greg DeShields The Class of 2024 is about toa transition from academic life to the professional world, and leadership is more critical than ever. After four years of dealing with the challenges of COVID-19, this year's graduates are entering the workforce. Traditional leadership models are being reevaluated in a world of uncertainty, rapid change, and complex challenges. Welcoming this class will require Compassionate Leadership , a leadership skill that combines empathy. As Eleanor Roosevelt once said, "To manage yourself, use your head; to manage others, use your heart." Compassionate leaders lead and manage with both their head and their heart.   In these changing times, Compassionate Leadership has the potential to inspire and motivate the Class of 2024. High hopes and expectations for employees can only work if they are based on trust and authentic care for your team, both inside and outside of work. For new graduates, embracing this leadership style is not ju...
Read more

BUILDING SKILLS FOR TOMORROW: THE IMPORTANCE OF WORKFORCE DEVELOPMENT AND LEARNING LABS

Image
  The work environment will change as we enter the fourth quarter of the business cycle, return from vacation, and head back to school. Workforce development will be a top priority, offering activities and initiatives to enhance individuals' skills, knowledge, and abilities, making them more employable and empowering them to make significant contributions to the workforce. Northwest University sees it this way: These programs and services are designed to support job seekers, employees, and employers in meeting the demands of the labor market, thereby opening up new career opportunities and personal growth prospects. For individuals, workforce development offers the chance to enhance their skills, increase their employability, and achieve personal and professional growth. The top 5 Important components of workforce development include: ·          Training and Education: This involves providing skills training, vocational education, and profe...
Read more

Navigating the Path to Inclusive Excellence

Image
  In today's rapidly evolving landscape, fostering diversity, equity, and inclusion (DEI) has become a moral imperative and a transformative strategic advantage for organizations across industries. As a Certified Diversity Executive (CDE) with extensive experience spanning academia, non-profit, corporate, and government sectors, I have witnessed the profound impact of DEI initiatives in driving meaningful change. In this blog, I share insights from my journey and offer guidance on managing Diversity, Equity, and Inclusion (DEI) initiatives despite the challenges and pushback to inspire you to embark on this transformative journey.   The current state of DEI involves considering multiple dimensions, including progress made, ongoing challenges, and emerging trends. There has been a notable increase in awareness and focus on DEI across various sectors, including corporate, educational, governmental, and social realms. For instance, some organizations have implemented mentors...
Read more