In recent years, many companies across the United States have made significant strides in fostering diversity, equity, and inclusion (DEI). However, the landscape is shifting, with some organizations actively rolling back DEI initiatives and cutting DEI staff as anti-DEI policies and practices grow. This rollback presents significant challenges for maintaining progress toward more inclusive workplaces.

As Women’s Equality Day approaches, it’s more important than ever to recommit to DEI principles and celebrate the incredible contributions of women in the workplace. In this article, we explore the top hurdles to DEI implementation and offer practical strategies to build a culture of equality and belonging.

Challenges to DEI in Business

Despite the well-documented benefits of DEI initiatives, many organizations are facing significant obstacles in maintaining and advancing these efforts due to:

Legal and Political Barriers

The rise of anti-DEI policies at the state and federal levels can create legal and political obstacles for companies trying to implement inclusive practices. Additionally, legal and political environments tend to change between administrations, which can introduce further challenges for businesses seeking to implement continuous DEI initiatives. Navigating these barriers requires careful planning and advocacy in order to further DEI causes in a sustainable manner.

Organizational Resistance

Many companies face internal resistance to DEI initiatives, often because they fear change or lack understanding. Employees and leaders may question the value of DEI efforts, leading to pushback against policies and programs aimed at promoting inclusion. It’s also not uncommon for investors to have qualms about taking sides regarding societal matters.

Limited Resources

Reduced investment in DEI, including cuts to funding, staffing, and training, makes it challenging to sustain ongoing efforts and can stall progress. Many businesses may find it hard to justify spending time and other resources on initiatives they don’t fully understand. This is especially true for DEI initiatives that don’t bring in direct financial benefits for the organization.

Inconsistent Commitment

Without a consistent commitment from leadership, DEI initiatives are less likely to succeed. When leaders do not prioritize or visibly support DEI, it sends a message that these efforts are not essential, undermining the overall culture of inclusion.

DEI Strategies to Drive Workplace Change

Organizations should not be deterred from pushing forward with their DEI efforts despite the challenges involved. Here are some strategies to build and maintain a workplace that supports and welcomes everyone:

Host Inclusive Celebrations

Organize events that honor the achievements of women in your industry and company. Consider hosting a luncheon, virtual panel discussion, or a workshop where women leaders share their journeys and insights. These events provide an excellent platform for women to voice their experiences and for others to learn and find inspiration. Make sure that these events are inclusive, inviting diverse speakers and encouraging all employees to participate and engage in meaningful conversations about gender equality.

Highlight and Recognize Contributions

Women’s Equality Day provides an opportunity to highlight the contributions of women in your organization. Recognition can be as simple as a dedicated email or as elaborate as a formal award ceremony. The important thing is to highlight women’s stories, achievements, and contributions to your business. This not only improves morale but also acknowledges diversity as a key driver of success.

Promote Professional Development

Create pathways for women’s advancement through dedicated training programs, mentorship initiatives, and leadership development activities. Additionally, encourage women employees to participate in industry conferences and seminars. Providing these opportunities not only empowers women but also demonstrates your commitment to their career progression and to closing the gender gap in leadership roles.

Implement Flexible Work Policies

Work-life balance is essential for all employees, and flexible work policies can significantly enhance inclusion. Consider implementing or expanding policies such as remote work, flexible hours, and family leave. These policies can help accommodate the diverse needs of your workforce, particularly women who often shoulder a significant portion of family and caregiving responsibilities.

Create Safe Spaces for Dialogue

Fostering open and honest dialogue about DEI issues is vital. Establish safe spaces where employees can discuss diversity-related experiences and challenges, particularly those about gender. You can utilize Employee Resource Groups (ERGs), anonymous feedback channels, or even town hall meetings for this purpose. Encouraging these conversations helps build a supportive community and allows management to address concerns and take concrete steps toward improvement.

Conduct Regular DEI Training

To sustain an inclusive environment, prioritize ongoing education and training. Offer regular DEI workshops that discuss gender equality, inclusive leadership, unconscious bias, and other relevant topics. Make these training sessions mandatory for all employees, including leadership, to create a shared understanding of the organization’s commitment to DEI. When everyone is well versed in the organization’s values and practices, a more positive and inclusive workplace culture can flourish.

Review and Revise Policies

Continuously assess your company’s policies and procedures to ensure they align with DEI principles. Also, conduct audits and seek feedback from employees to identify areas in which you may be lacking, which can include recruitment, promotion, pay equity, and anti-discrimination policies. The data gathered can guide you in building a workplace where everyone, regardless of gender, has equal opportunities to succeed.

Engage with the Community

Extend your commitment to DEI beyond the workplace by engaging with the broader community. Partner with organizations that support women’s causes, sponsor events that promote gender equality, or participate in community service projects — especially those dedicated to advancing girls and women. This approach boosts your company’s public image and reinforces your dedication to making a positive impact both inside and outside the organization.

More than ever, the path toward a truly inclusive workplace is becoming complex and demanding. This journey requires persistence, but the rewards are substantial. Research studies continue to show the direct link between employee engagement and a culture of DEI and belonging, which ultimately results in increased retention, enhanced performance, and more innovation. By fostering a culture of belonging, you not only harness the full potential of your diverse workforce, but also create an environment where women are recognized as essential contributors to business success.

Play Like a Girl is an organization actively empowering the next generation of female leaders. We are dedicated to bridging the gender gap in STEM fields and developing leadership skills in girls. Support girls in reaching their full potential — get in touch with Play Like a Girl today.