Welcome to The Branding Room Only Podcast where we share career stories, strategies, and lessons learned on how industry leaders and influencers have built their personal brands. Now, let's get started with the show.
Hi everyone, it's Paula Edgar, and welcome back to Branding Room Only, the podcast where we talk about personal branding, leadership, authenticity, and how to show up with intention in a world that's always changing.
Today's episode is one that's been sitting heavy on my heart. We're going to talk about something I've been reflecting on deeply, how the brand of DEI has changed, and what that means for us now and going forward.
Let's be honest. The words diversity, equity, and inclusion have been under attack for a while now, and not just casually. I mean targeted, politicized, misrepresented, and for some, flat-out erased.
What was once seen by many as a necessary lens for equity and progress has now been recast by this current administration and others as controversial, divisive, unnecessary, or even illegal. We're watching this play out in real time. Organizations are pulling back, titles are being changed, programs are being renamed or eliminated, and people are being encouraged to stay silent, to avoid saying the words out loud.
Here's the reality: yes, the brand of DEI has changed, but that doesn't mean the need for it has disappeared. The attacks weren't just about the acronym. They were about what the work stands for, accountability, representation, transformation, and yes, power redistribution.
Yes, that makes people uncomfortable. Yes, it shakes systems. But that's not a flaw. That's the point. That's exactly why this work matters.
Now listen, I am a branding person. It's my area of expertise. It's what I do. I understand how language evolves. Branding is dynamic, and the terms we use shift all the time.
What something is called can change depending on the audience, the culture, and the context. That's natural, and in many ways, that's okay. But I'm also an attorney. I respect words, I honor definitions, and I respect decorum and the rule of law.
Because words frame our thinking, our policies, our commitment, and our accountability. So while the labels might shift, we can't afford to lose the meaning. We can't pretend that not saying diversity or equity or inclusion means the work is any less important.
Let me be absolutely clear. Just because you change the name doesn't mean the imperative or the responsibility goes away. And trying to fly under the radar? It's not working.
This administration's messaging and tactics have already shown that they'll go after the work regardless of what you call it. And so the question becomes, "What are we doing all of this hiding for?"
There's this disturbing and dangerous narrative being pushed, that DEI stands for Didn't Earn It. And let's not miss the point, that is gaslighting at its finest. It's designed to devalue the achievements of people who've historically been excluded and to create division and resentment.
But the facts are clear. Diverse environments perform better. Inclusive workplaces retain talent longer. And equity efforts lead to innovation, engagement, and long-term success.
And even more importantly, the legal frameworks that protect people from discrimination still exist. Whether you call it DEI or not, ignoring disparities doesn't eliminate them. In fact, it often makes them worse. The law will still be triggered when bias, exclusion, and inequity occur, no matter what language your organization decides to use.
Now, if we're going to reclaim this narrative, we have to also push back on the narrowing of what DEI truly includes. Let's talk about that scope for a second, because that, too, has been intentionally narrowed in the public discourse.
It's been framed as primarily—or in some cases only—about race or gender. And while yes, race and gender equity are crucial, DEI has always encompassed more. This is so important.
When we're talking about diversity, equity, and inclusion, we're talking about socioeconomic status, disability, religion, national origin, age, language, neurodiversity, caregiver status, immigration background, veteran status, and yes, even political viewpoints, and so much more.
The umbrella is vast because human identities are vast, and pretending otherwise is just bad strategy, bad leadership, and bad business.
What worries me most is the narrative shift, the way that DEI has been rebranded, not just by its practitioners, but by its opponents to mean something negative, exclusionary, or ineffective. It's become an easy scapegoat for systemic problems people don't want to deal with.
But here's what I want to offer as a counter-narrative: DEI is not the problem. It is and always has been part of the solution. So, what do we do? We reclaim the narrative. We recommit to our values, and we refuse to let fear dictate how we show up.
If your title has changed, make sure your purpose hasn’t. If your programming has been renamed, keep the work alive behind the scenes. If your leadership is nervous, offer data, storytelling, and strategy to remind them why this matters, both now and in the future. Above all else, don't stop saying the words. Say diversity, say equity, say inclusion, and mean them.
These words are important regardless of politics. We should be clear. The train has left the station on whether or not we should care about DEI. Our schools are diverse. Our workplaces are diverse. The world is diverse.
Because even if it’s not trendy to say out loud anymore, we don’t need trendiness. We need clarity. We need consistency. We need courage. And we need leaders—individual and institutional—who know who they are and what they stand for. We should be values-led.
So let’s reflect. I’m closing out this episode with a few questions for you as an individual and for your organization. I encourage you to please share this widely.
So let’s start with you, the individual leader, professional, advocate, or curious listener, here are a few questions to reflect on: One, do I know what diversity, equity, and inclusion truly mean beyond the acronym DEI and the current rhetoric? Two, have I adjusted how I talk about or engage with DEI work based on fear, safety, or perception?
Three, if so, how will this impact me in the short term? In the long term? Four, what are the values that guide how I show up at work, in my community, and in my relationships? Five, how do I demonstrate those values through my actions, regardless of what the current climate says?
Now, let’s zoom out. Whether you're part of a law firm, nonprofit, corporation, or institution, what does your organizational stance on DEI say about your culture? Are we being reactive to politics or proactive about our culture? One.
Two, if we have made shifts to align, accommodate, or hide from the ire of the current administration, what are we signaling to our employees, clients, and stakeholders when we distance ourselves from DEI language or programming?
Three, who are we as an organization? What is the bedrock of our culture? Are we willing to stand by the values we say we uphold, even when it's uncomfortable?
Finally, four, how are we measuring success when it comes to inclusion and belonging, and what measures are still in place?
Here's my reminder to anyone who's listening: DEI, it still stands for something powerful. But for me right now, it also stands for this: Don't End It.
With that, thanks for being here, thanks for listening, and thanks for being willing to think deeply about what your brand and your organization’s brand really stands for.
We don’t need to chase safety and silence. We need to speak up with intention. We need to show up with integrity. And we need to keep moving forward, no matter what it's called.
Until next time, I'm Paula Edgar, and this is Branding Room Only. Bye, y’all.
