In recent years, Diversity, Equity, and Inclusion (DEI) initiatives have faced increasing scrutiny, with major corporations like Meta and Walmart scaling back their programs. Political shifts, such as Donald Trump’s past executive orders questioning the necessity of certain DEI initiatives, have only fueled debates about its future. As corporate cutbacks and shifting public sentiment create uncertainty, many are asking: Is the momentum behind workplace diversity fading? Experts in workplace diversity and Canadian policy argue that, rather than disappearing, DEI is evolving, and its long-term sustainability will depend on how organizations choose to embed it into their core values.
Rubeena Singh, senior research consultant who has worked with organizations such as the International Labour Organization (ILO) and the Economic Research Institute for ASEAN and East Asia (ERIA), points to a fundamental gap between commitments and measurable impact as the greatest challenge facing DEI today. "The research on the benefits of DEI for corporations and investors is clear. However, DEI is not just about policy development; it requires action. The biggest challenge in DEI is bridging the gap between commitments and measurable impact. By measuring that action and linking it to key factors such as innovation, growth, value proposition, and competitive advantage, organizations can shift the DEI narrative from a ‘nice-to-have’ to a strategic business imperative." Singh argues that treating DEI as an optional initiative, dependent on budgets or external pressures, is short-sighted. Instead, she urges organizations to integrate DEI into leadership accountability and performance metrics, ensuring that diversity efforts become a driver of resilience, creativity, and long-term success.
Economic downturns and cultural pushback have led some organizations to roll back their DEI commitments, prompting concerns about whether this signals a long-term shift. Singh believes these cutbacks do not reflect a true understanding of DEI’s value. "The pullbacks stem from a mix of economic pressures and cultural pushback, but they neither indicate a permanent reversal nor reflect a true understanding of DEI as a business imperative. As stakeholder expectations rise and workforce diversity continues to expand globally, DEI is more likely to evolve than disappear." She sees this period as an opportunity for organizations to reframe diversity efforts, ensuring they are woven into broader business strategies rather than treated as standalone programs that can be easily eliminated.
The public backlash against DEI, often fueled by misinformation, is another challenge. TJ Delegencia, manager of diversity, equity, and inclusion at Capilano University, highlights that misconceptions about DEI have led to growing resistance. "The biggest challenge is the ongoing media backlash and public misconceptions about DEI—an issue that’s not new. Much of this stems from global narratives that misrepresent DEI solely as about representation quotas or ‘special treatment’ for historically underrepresented groups, which some view as unfairly disadvantageous or discriminatory. In reality, DEI encompasses much more—such as equitable processes, dismantling systemic biases, accessibility, pay equity, accommodations, parental leave, and mental health support."
Despite corporate cutbacks, Delegencia remains optimistic that these reductions are temporary rather than a long-term retreat. "History has shown that social justice movements—like the Civil Rights Movement, Stonewall Riots, Women's Suffrage, and the Truth and Reconciliation Commission—were once polarizing but ultimately led to lasting change. DEI is no different; diversity is a reality that cannot be erased." He notes that in Canada’s post-secondary landscape, DEI remains essential to evolving educational needs. In Vancouver specifically, diversity and inclusion are deeply tied to the region’s history and Indigenous reconciliation efforts. Rather than fading, DEI is adapting to new challenges.
A critical aspect of sustaining DEI efforts, according to Delegencia, is integrating them into an organization’s core values rather than treating them as separate initiatives. "You’ll notice that organizations that have sustained and reaffirmed their commitment to DEI efforts are the ones who’ve purposefully, and sometimes quietly, embedded diversity, equity, and inclusion into their broader organizational strategic plans. By doing this, these organizations remain resilient to evolving policies and are less influenced by external pressures."
Accessibility Advocate and Educator Susan Bains highlights systemic barriers as a key challenge facing DEI in Canada, particularly when it comes to disability inclusion. "The primary challenge facing DEI initiatives in Canada is a lack of awareness and understanding, compounded by entrenched systemic barriers such as discriminatory policies and attitudinal biases, including ableism. These obstacles are often worsened by the resistance of privileged groups, who perceive efforts to diversify as a threat to their status, power, and privilege." She notes that 27% of Canadians live with one or more disabilities, underscoring the urgent need for organizations to prioritize full accessibility and meaningful inclusion.
Like Singh and Delegencia, Bains believes corporate pullbacks on DEI are a temporary response to external pressures rather than a permanent shift. She points to evolving government regulations as a driving force that will eventually push companies to reinforce their DEI efforts. "As government regulations evolve—such as the introduction of more stringent standards under the Accessible Canada Act—organizations will increasingly be required to comply with these mandates. This growing regulatory pressure will make it inevitable for corporations to prioritize DEI initiatives and integrate them into their operations to ensure long-term sustainability and compliance." Rather than waiting for mandates, she urges businesses to proactively engage with individuals who have lived experience to inform their DEI strategies. "One crucial step organizations can take is to engage individuals with lived experience as a focus group to provide invaluable insights that can inform and shape the implementation of DEI strategies. The principle of 'nothing about us without us' ensures that policies are relevant and impactful, addressing the needs of those directly affected by them."
Singh echoes this sentiment, noting that organizations must clarify what DEI truly means to sustain its impact. "Diversity is not just about representation; equity is not about lowering standards; and inclusion is not about making everyone comfortable. In fact, diversity can, and should, make us uncomfortable because it challenges ingrained perspectives and forces growth. But discomfort is not a weakness; it’s a sign of progress." She emphasizes that meaningful DEI requires companies to go beyond surface-level commitments and embed diversity, equity, and inclusion into leadership decisions, strategic planning, and performance metrics.
A neuroscience-informed approach, Singh adds, can enhance DEI efforts by addressing cognitive biases and fostering behavioral change. Furthermore, she encourages organizations to explore resources such as the guide she authored with the International Labour Organization, Putting the I in ESG: Inclusion of Persons with Disabilities as Strategic Advantage of Sustainability Practices for Corporates and Investors. The guide underscores the importance of meaningfully including people with disabilities in business strategies, reinforcing that disability inclusion is not just a moral obligation but also a competitive advantage.
As DEI initiatives face increasing scrutiny, experts agree that their long-term success depends on integrating diversity and inclusion into the fabric of organizations rather than treating them as optional projects. While political and economic pressures may cause temporary setbacks, history has shown that social change is rarely linear. With rising stakeholder expectations, evolving workforce demographics, and regulatory developments, it seems that DEI is not disappearing but adapting. The key lies in shifting perspectives to recognize that DEI is not just about fairness but arguably a strategic advantage that drives innovation, resilience, and long-term growth in an increasingly diverse world.
