Efforts to enhance diversity and promote equality in workplaces are facing significant challenges, particularly following a concerted move by the Trump administration to retract these initiatives. Nonetheless, those dedicated to fostering diversity, equity, and inclusion (DEI) remain resolute in their mission to maintain progress in this area. Amira Barger, who serves as the executive vice president of communications and leads the DEI advisory at Edelman, expresses cautious optimism amidst the current backlash, affirming their longstanding commitment to this work.
Many recognizable corporations have recently reassessed or scaled back their DEI programs. However, some prominent companies have reaffirmed their dedication to diversity and inclusion. Barger anticipates that most organizations will seek ways to persevere in their DEI efforts and emphasizes the necessity for leaders to advocate for these initiatives now more than ever.
In a recent discussion, Barger outlined her dual roles at Edelman, explaining that a significant portion of her responsibilities involves communications within the health sector, covering a range of areas from pharmaceuticals to medical education. The remaining part of her role focuses on U.S. DEI advisory services, which pertains to various sectors. Barger notes that her work changes daily, influenced by global events and client priorities. Her teams provide guidance on issues such as executive orders relating to DEI and how to effectively communicate with multicultural audiences, ensuring respect for individuals’ experiences.
The recent trend of some prominent companies retreating from their DEI programs has been notable for Barger. She points out that the momentum in the DEI domain often fluctuates. Although 2020 is frequently recognized as a pivotal year for corporate diversity efforts following George Floyd’s death, she assures that dedicated advocates have been striving for equity since the Civil Rights Act was enacted. Despite the political pushback faced today, Barger believes that companies will likely continue their initiatives, albeit possibly in a more discreet manner. She highlights that several organizations, such as Costco and Apple, have reasserted their commitments to DEI initiatives during this turbulent time.
In response to Trump’s recent executive orders aimed at dismantling federal DEI programs, Barger raises concerns that the language used characterizes these initiatives as forms of “illegal and immoral discrimination.” She argues that such rhetoric could undermine progress and overlook the systemic inequalities that DEI efforts aim to remedy. The repercussions for federal contractors may be significant; they might find DEI initiatives sidelined in contract bidding or face obstacles in compliance and restructuring. Suppliers advocating for DEI principles could struggle to maintain favorable relationships within government contracts, creating challenges for ongoing collaborations.
As organizations navigate these complex dynamics, Barger advises businesses to clearly communicate the benefits of DEI initiatives when facing criticism. Companies must present evidence of the positive impacts, such as heightened innovation and improved employee belonging, to showcase measurable advancements due to these programs. Furthermore, she emphasizes the importance of fostering dialogue and valuing feedback in these discussions.
Barger underscores the urgent need for courageous leadership in championing DEI amidst the current climate of fear and uncertainty, which may compel individuals to stray from their core beliefs. She aspires to see strong leadership actions over the coming year, even as a new administration exhibits strong opposition to DEI principles.
