Sponsored content provided by nINA Collective.
At nINA Collective, our first five years as a cooperative occurred during an explosion of global, national, local upheaval. Weathering these events gave us a specific perspective and shaped both our work and the community we have created.
In this moment when many organizations are rolling back DEI, we remain steadfast in our commitment to justice. For those of you who are with us, we are releasing a brief with our findings about what strategies can be truly transformational – even during tumultuous times. We want to support everyone who is unsure or afraid in continuing your pursuit of diversity, equity, and inclusion in the midst of all the chaos.
Today, we are at a critical crossroads. Across sectors—corporate, nonprofit, government, and education—many organizations are retreating from their commitments to diversity, equity, and inclusion (DEI). The work of justice, equity, and inclusion has always been under attack, often targeted by political agendas and misinformation designed to uphold social hierarchy, racial capitalism and inequities. What we are seeing today is not new—it is part of a long history of resistance to progress, where every gain toward equity has been met with backlash. Some organizations are responding and complying to external pressures, while others are unsure how to navigate the changing landscape. But here’s what we know: rolling back DEI efforts doesn’t just undermine social progress—it threatens workplace innovation, employee retention, and long-term organizational success.
The data is clear: Diverse, equitable, and inclusive workplaces drive innovation and employee retention. As organizations retreat from DEI commitments, they risk eroding hard-won progress and jeopardizing their own success. Public and private organizations that want to continue attracting and retaining top talent—and remain relevant—cannot afford to step backward. Consumers and employees are watching—organizations that fail to uphold their stated values risk losing trust and long-term market relevance. In a rapidly evolving world, organizations that deprioritize equity and belonging will struggle to compete—not just in profits but in building the workforce of the future.
What happens if DEI policies are rolled back? The consequences are immediate and measurable: decreased engagement, higher turnover, loss of top talent, and weakened public trust. When employees—especially those from historically and institutionally excluded groups—see that belonging, accessibility, and human dignity are no longer priorities, they leave. Organizations stagnate when diverse perspectives are silenced, and we miss out on an unfathomable amount of innovation and leadership across all industries.
Is DEI actually harmful to any group? The short answer is no–unless we believe in 2025 that talent and ability are concentrated among certain demographic groups with privileged identities. The idea that DEI discriminates against any group is a myth, not a reality backed by evidence. Studies consistently show that well-designed Equity and Inclusion strategies create fairer, more transparent processes that benefit all employees, not just those from underrepresented backgrounds.
Does DEI undermine merit? Let’s be clear: Merit has never been an objective standard. Every hiring, promotion, and leadership decision is shaped by subjective judgment—often influenced by individual and systemic bias. DEI doesn’t replace merit; it IS merit based, ensuring that talent isn’t overlooked due to bias or other barriers and ensures a just and supportive workplace.
In an inequitable system, race-neutral decision-making ignores not only race and other identities; it also ignores structural inequities and unfairness based on those identities. A truly “merit-based” system does not pretend disparities don’t exist. A merit-based system works to create a level playing field by acknowledging the inequities of our society and integrating that reality into decision-making processes so that everyone is more likely to have a fair shot to compete and succeed.
When we learn and act together in community, our efforts to create change become both transformative and lasting. Despite fears and hesitation—especially around difficult topics like racial injustices and inequities—the work of dismantling harmful systems relies on intentional, collective effort rooted in shared values. It highlights the need for community care, shared leadership, and the cultivation of trust and well-being to sustain progress. Ultimately, the journey toward justice involves both external transformation and internal healing, all guided by our core values.
Creating and sustaining change requires a multifaceted approach that includes strong leadership, resilient infrastructure, and a culture of continuous learning. It calls for:
- Breaking from Old Ways: Rethinking traditional organizational practices and embracing innovative, community-centered methods.
- Community and Collaboration: Operating in a multiracial, collaborative space that values relationships and centers shared humanity.
- Core Values and Ancestral Wisdom: Grounding change in core values, learning from our ancestors, and integrating analytical thinking with love.
- Investing in the Future: Fostering the resilience to hold conflict and investing in the next generation.
We resist and address inequities by centering and living our values in community. Now is not the time to retreat—it’s time to build workplaces where accessibility, belonging, and dignity are non-negotiable standards.
We invite you to take action by downloading our Project 2025 Brief, engaging in community dialogue, and advocating for workplace policies that uphold justice and fairness. You can learn more and find supportive resources about Metrics and Data, Addressing Systemic Barriers, Leadership Accountability, Employee Engagement, Addressing Backlash, Training and Education in our Project 2025: Another Way is Possible Brief.
