Why Workplace Inclusion Efforts Are More Critical Than Ever...
- Nick Lombardino
- May 26
- 6 min read
Updated: May 28
Why Workplace Inclusion Efforts Are More Critical Than Ever Under the Current Presidential Administration
Written by Pooja Kothari, Esq., founder and principal facilitator at Boundless Awareness, LLC
Disclaimer: The views and opinions expressed in blog posts are those of the author and do not necessarily reflect the official policy or position of our audience or CultureCon. We believe in the power of diverse perspectives to challenge assumptions, spark dialogue and expand understanding—especially in complex and evolving conversations about workplace culture.
The first two months of the current presidential administration have been marked by a climate of intimidation, fear, and retributive actions. Mainstream companies, non-profit organizations, and universities are facing mounting pressure to conform to discriminatory policies and ideologies that threaten the progress made in diversity, equity, and inclusion (DEI) efforts. It is clear that this administration is not just against DEI—it is dead set on rolling back the protections of the Civil Rights Act of 1964, which prohibits discrimination based on skin color, sex, religion, or national origin. The current administration is attempting to use this landmark law to affirmatively discriminate against women, people of color, religions that are not Christian, immigrants, genders that are not cisgender male, and now political ideologies that do not align with the administration.
In this challenging environment, it is imperative for leaders to double down on inclusion initiatives. Failing to do so risks re-segregating our workforce, losing top talent, and alienating staff from contributing their best ideas.
The Consequences of Capitulating to Discrimination
When organizations capitulate to the discriminatory demands of this administration, they are not just compromising their values—they are actively jeopardizing their future. Diversity and inclusion efforts are not merely moral imperatives; they are strategic necessities for attracting and retaining top-tier talent. Companies that abandon these efforts will inevitably lose their best staff—those who value equity, innovation, and collaboration. These individuals will seek workplaces that align with their principles, leaving behind a vacuum of mediocrity.
Historically, exclusionary practices rooted in white supremacist, cis-heteronormative, and ableist ideologies have led to stagnation rather than progress. These paradigms prioritize conformity over excellence, rewarding individuals based on privilege rather than merit. In contrast, robust equity and inclusion efforts create environments where diverse perspectives thrive, fostering innovation and excellence.
By sorting through mediocrity and prioritizing skills over superficial attributes like skin color or background, inclusive organizations attract the best talent and drive superior outcomes.
Transparency as a Cornerstone of Workplace Inclusion
To counteract the pressures of this administration’s discriminatory agenda, leaders must prioritize transparency with their staff. Employees need to know where their organization stands on issues of equity and inclusion—and more importantly, they need assurance that these values will remain steadfast. Transparent communication about ongoing DEI efforts demonstrates a commitment to integrity and builds trust within the workforce.
Transparency involves more than just verbal affirmations; it requires actionable commitments. Leaders should outline specific initiatives they will undertake to promote inclusion, such as expanding mentorship programs for underrepresented groups, implementing equitable hiring practices, or creating safe spaces for marginalized employees to voice concerns. By sharing these plans openly with staff, organizations can reaffirm their dedication to fostering an inclusive environment despite external pressures.
Swimming Upstream: The Challenge of Sustaining Inclusion Efforts
Achieving equity and inclusion is inherently challenging because it requires organizations to swim upstream against deeply ingrained societal norms. Our society has long been dominated by a singular paradigm: one centered on white supremacy, cis-heteronormativity, and ableism. This paradigm permeates every aspect of our culture—from hiring practices to educational curricula—and serves as a default model for many institutions.
Breaking free from this paradigm demands intentionality and resilience. Organizations must be willing to challenge the status quo and confront systemic biases head-on. This includes dismantling exclusionary policies, addressing unconscious bias in decision-making processes, addressing microaggressions and overt discrimination, and investing in education around equity issues. While these efforts may be met with resistance—especially under an administration that seeks to uphold discriminatory ideologies—they are essential for creating workplaces that value excellence over conformity.
The Risks of Regression
Without sustained inclusion efforts, we risk regressing into a segregated workforce reminiscent of past eras. Such regression would not only harm marginalized communities but also stifle innovation across industries. Research consistently shows that diverse teams outperform homogeneous ones in problem-solving, creativity, and decision-making. By alienating talented individuals from underrepresented backgrounds, organizations limit their potential for growth and success.
Moreover, failing to prioritize inclusion sends a dangerous message: that discrimination is acceptable as long as it aligns with political agendas. This normalization of exclusionary practices undermines the progress made in civil rights movements and sets a precedent for further marginalization in the future.
Why Leaders Must Act Now
I am seeing capitulation with this administration in real time with my own clients. It is not working—and it is actively leading to high attrition by shocked employees who thought their organization was committed to equity, who thought their organization would do the right thing and not capitulate in advance to this administration. Advance compliance without any resistance will destroy organizations. The urgency of doubling down on inclusion cannot be overstated.
In the face of intimidation from this administration, leaders have an opportunity—and a responsibility—to stand firm in their commitment to equity. By doing so, they not only protect their workforce but also set an example for other organizations grappling with similar challenges.
Inclusion efforts are investments in the future success of an organization. Companies that prioritize equity and diversity attract top talent, foster innovation, and build resilient teams capable of navigating complex challenges. Conversely, those that capitulate to discriminatory demands risk alienating their employees and compromising their long-term viability.
Moving Forward
The current presidential administration has created an environment where intimidation threatens to undo decades of progress in diversity and inclusion efforts. This can only stop when leaders actively resist these pressures and reaffirm their commitment to equity. Transparency with staff about commitment to equity and intentional action towards it are crucial for maintaining trust and morale during these uncertain times.
Organizations can foster environments where excellence thrives because of equity and inclusion. The stakes are too high: failing to prioritize inclusion risks re-segregating our workforce and losing the innovative contributions of talented individuals from marginalized backgrounds.
Inclusion is a strategic necessity for building resilient organizations capable of thriving in an increasingly complex and intimidating world. Leaders who rise to this challenge will not only safeguard their workforce but also pave the way for a brighter future defined by equity and excellence.
About the Author, Pooja Kothari:
Pooja Kothari is a trailblazer in the field of diversity, equity, inclusion, and justice (DEIJ) training, guiding organizations towards profound cultural transformation. As the founder of Boundless Awareness, LLC—a certified Minority and Woman-Owned Business (MWBE) in New York City and New York State—Pooja brings a powerful blend of lived experience, legal expertise, and profound empathy to her work.
Pooja practiced for 7 years as a public defender at The Legal Aid Society, Criminal Defense Practice, advocating for her clients in all aspects of the criminal case, from arraignment and bail applications, investigations, plea negotiations, and felony and misdemeanor jury trials.
She uses these experiences to present DEIJ work at the intersections of race, disability, sexuality, gender, class and more, examining the histories and existing structures of oppression through a multimodal pedagogical process. Her workshops are experiential journeys, custom-built to address the unique concerns and experiences of each client organization.
Pooja is a cis, queer, first-generation South Asian woman of color, and parent of two Black and Brown cis-girls. These identities infuse her work with an authenticity and urgency. With compassion and vulnerability, she challenges bias to foster truly inclusive spaces.
Boundless Awareness's mission is to equip organizations with the tools to engage in honest, respectful dialogue and make decisions rooted in equity and belonging. From government agencies and nonprofits to law firms and global corporations, Pooja's clients emerge equipped to build a more just, equitable and inclusive workplace.
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