Over the past few years, we finally started having more open conversations about who we are (beyond mere working styles) and how we show up in the workplace. These were conversations that, for a long time, had no place in professional settings. But just as quickly as those doors opened, they’ve started to close again. The pushback has been swift and loud, and in many cases, effective.
That matters because at the end of the day, we’re human. And in a workplace culture shaped by capitalism, productivity metrics, and power dynamics, it’s easy to forget that. In fact, sometimes those in charge benefit from us being treated as inputs instead of individuals. That’s why it’s so dangerous to stop talking about identity. When we strip out the personal and pretend we’re all the same, we lose sight of what people actually need to feel safe, supported, and seen.
This chilling effect isn’t happening in a vacuum. In the wake of the Supreme Court’s decision to overturn affirmative action and an all-out political war on DEI being waged by the current president and his allies, many organizations are pulling back. Some are quietly changing course, while others are cutting programs entirely. Across industries, people are second-guessing whether it’s safe to even bring identity into the conversation.
At Inclusion Geeks, we’ve noticed it too.
A Changed Landscape
The backlash to DEI isn’t just making headlines; it’s influencing behavior. We’re hearing from leaders who want to do the right thing but are afraid of saying the wrong thing. Team members are self-censoring in meetings or opting out of conversations about inclusion altogether.
This fear has consequences. It narrows what’s possible in workplace culture, and it makes it harder to build the kind of trust that inclusion work depends on. It also reflects a broader misunderstanding: that inclusion work is about labeling some groups as “bad” and others as “good.”
That’s never been our approach.
Why Talking About Identity Still Matters
Our identities shape our experiences at work and beyond. That includes how we’re treated, what assumptions are made about us, and which opportunities we’re given. Ignoring identity doesn’t level the playing field. It just makes it harder to understand the real dynamics at play.
Being able to name our experiences is a basic part of being seen. And while identity is only one part of the story, it’s a critical one, especially for people who have historically been left out or overlooked.
The Risk of Erasure
In response to criticism, some organizations are shifting to a more “neutral” or “identity-blind” approach. On the surface, it might seem like a safe path. But when we stop naming inequities, we also stop addressing them.
If we don’t talk about identity, we miss important context. We lose sight of who’s being supported and who’s being ignored. And we risk repeating the very patterns that inclusion work is meant to change.
How We’re Adapting (While Staying True to Ourselves)
At Inclusion Geeks, our approach has always been grounded in evidence, care, and clarity. Long before the current wave of backlash, we built our online course to reflect this. And years later, that course still holds up.
It’s centered on a few core truths:
- Bias exists.
- Some people are treated unfairly or left out.
- Understanding that reality helps us create better workplaces.
We’ve never claimed that any one group is better or worse, and we’ve never positioned identity as a moral hierarchy. We’ve always worked to bring people into the conversation, not push them out of it.
What’s changing now is our level of intentionality. In some settings, we’re leading with systems and structures before diving into identity. In others, we’re helping clients build the psychological safety needed to even begin these conversations. The core message, though, hasn’t changed: inclusion still matters, and we’re still here to support it.
An Invitation to Keep the Conversation Going
To the leaders who feel unsure, to the employees who are watching inclusion efforts quietly fade, and to the teams navigating this new terrain: you’re not alone.
It makes sense to feel cautious. But that doesn’t mean we should stop having honest conversations. It doesn’t mean we should abandon the progress we’ve made. And it doesn’t mean we have to choose between doing what’s right and doing what’s smart.
We believe you can do both. And we’re here to help.