Thanks to Trump — DEI Is Making a Comeback

This is part 2 of a 3-part series.

When I opened LinkedIn this week, I noticed something surprising: more employers than I’ve seen in years are actively recruiting for Equity Specialists. That stood out—especially when so many voices insist DEI is “dead and buried.” Yet what’s emerging is the opposite: a new energy around diversity, equity, and inclusion.

It’s as if, the political backlash that tried to dismantle DEI ended up doing the reverse.

President Trump’s high-profile rollback of inclusion efforts—through executive orders and divisive rhetoric—has made the value of these programs crystal clear. By showing what happens when kindness and fairness are stripped away, his administration is galvanizing organizations and communities to reinforce them.

For those affected most—racialized communities, women, 2S/LGBTQ+ people, and people with disabilities, and their allies—these actions have deepened commitment. The move now is away from performative gestures and toward relatable, data-informed strategies that make inclusion real.

From Performative to Relatable

DEI used to float on slogans and symbols—rainbow logos during Pride, promises, one-off workshops. But people are demanding more. Authentic DEI happens when inclusion strengthens belonging, trust, and well-being across teams and communities. The payoff is clear:

• Wellbeing: Inclusive teams report lower burnout and higher job satisfaction.
• Conflict Reduction: Trust increases, conflict decreases, and performance improves.
• Innovation: Studies like Google’s “Project Aristotle” show psychological safety—rooted in inclusion—is the top driver of team success.

These aren’t nice-to-haves; they’re the foundation of resilience.

Public Service Providers Lead the Way

Some corporations have hesitated, but public service organizations are showing what staying the course looks like:

• Schools lowering bullying and raising student success when classrooms are reflective of everyone.
• Emergency shelters investing in inclusion so that vulnerable groups—especially newcomers or 2S/LGBTQ+ clients—get supported, not sidelined.
• First Nations linking Two-Spirit and Indigiqueer inclusion directly to reconciliation and community strength.
• Development projects recognizing that considering the most marginalized in planning can benefit everyone
• Care facilities embedding equity as part of health and human dignity.
• Unions and national associations recognizing that integrity means serving all, not some.

When inclusion falters, everyone’s wellbeing does too.

Why Conflict Isn’t the Enemy

Defensiveness against inclusion often grows from fearing conflict. But conflict, when guided skillfully, can be transformative. It drives empathy, opens dialogue, and creates shared ground. By replacing avoidance with curiosity, communities turn tension into teamwork.

DEI’s Comeback

This era isn’t about tokenism—it’s about strategies based on truth. Thanks to deliberate opposition, inclusion has found a second wind: stronger, smarter, and grounded in what really matters—evidence, wellbeing, fairness, and shared, united responsibility.

Next month: We’ll turn our focus to LGBTQ+ victories worldwide this year—highlighting moments of courage, connection, and hope that show how inclusion continues to grow stronger.

DEI isn’t just surviving; it’s evolving, and it’s here to stay.