By Peaches Calhoun

As a child, I would often visit my aunt who owned several Faberge eggs. Just like her existence, personality, and exterior, she mirrored the intricate detail displayed on her elaborate eggs. Each egg in its own right was different in size, color, texture, and the beautiful exterior as a whole just like our family, multi-cultural. There was a weird-shaped egg that appeared to be cracked, and I got my little hand popped as I reached out to remove it. I asked my aunt why would want to keep an egg that clearly is damaged, and her reply was simple yet impactful. Why wouldn’t I keep this magnificent egg?

The beauty is in its story and it’s what’s on the inside that matters most. She carefully retrieved the egg and inside it was a most beautiful Faberge, adorned with intricate laces of real gold, a sapphire and garnet delight, fully equipped with a beautiful chime. It wasn’t until I became an adult that I fully understood the importance of what DEI means not only affecting me and my decisions but the silent understanding of what comes to mind when I choose to do business with an entity.

 DEI stands for diversity, equity, and inclusion. It’s a concept and practice that aims to create a more inclusive and just society by acknowledging and valuing people’s differences.

A few years ago, Diversity, Equity, and Inclusion (DEI) was heralded as the solution to workplace inequities. It promised a future where marginalized voices, justice-impacted individuals, and underrepresented communities could find fair footing in a corporate world long shaped by systemic bias. Yet today, DEI stands on shaky ground, branded as divisive, politicized, and expendable.

What in the deviled egg happened?

Have you ever seen a tv show or movie where the glass vase shatters in slow motion and the person witnessing it’s cries NO in the elapsed time? Well, in theory this is what’s happening only the glass has fallen, and this is real life.  This story isn’t about Faberge eggs or glass vases nor is it about corporate budget cuts or shifting political winds. It’s a tale of unrealized promises, poor communication, and the weaponization of what was meant to be a very beautiful and delicate unifying concept. And as DEI crumbles, justice-impacted individuals—including people who’ve served their time and are striving for a second chance—are poised to bear the brunt of the fallout.

This is more than a philosophical debate for organizations like ADP who belongs to a coalition known as “OneTen” which is composed of employers working to facilitate upskilling and career opportunities for Black talent. The company’s other DEI’s include several employee-led business resource groups, unconscious bias training and a Diversity & Inclusion Talent Task Force to promote recruiting and hiring among underrepresented groups.

The Sunrise and Sunset of DEI

DEI’s Sunrise was remarkable. Following George Floyd’s murder in 2020, corporate America made a significant commitment to social justice. Companies pledged millions, appointed Chief Diversity Officers, and initiated plans to tackle workplace inequities. By 2021, DEI had evolved into a corporate ideal, prominently featured in discussions about organizational values.

However, a crucial question remains: what came first, the egg or the chicken?

DEI quickly became shorthand for a complex issue and was often treated as a quick fix—an outward demonstration of values without addressing the deep, systemic changes that true equity demands.

Mandatory diversity trainings were implemented, but often left employees feeling puzzled or disconnected rather than empowered. Terminology like “equity” was frequently used without clear definitions, making it susceptible to criticism. Consequently, DEI became a focal point for political debates and public skepticism.

Compiled using data from 9000 public company earnings calls. Source is Axios.

By 2024, the landscape of diversity, equity, and inclusion (DEI) initiatives began to shift significantly. Many large organizations started to scale back their DEI efforts, with notable examples including Walmart, which retracted its diversity programs and reduced its involvement with the Center for Racial Equity. Similarly, the Society for Human Resource Management (SHRM) opted to remove “equity” from its framework, favoring the term “Inclusion and Diversity” instead.

Aisha expressed concerns about this trend, stating, “Equity has become a bad word. And without equity, DEI is little more than window dressing. The focus is no longer about changing systems, but looking like you care.” This sentiment reflected a broader questioning among corporate leaders regarding the effectiveness of DEI initiatives. Despite significant financial investments, there were reports indicating that achieving meaningful outcomes—such as increased diverse representation in leadership—remained challenging. For many, including the very communities DEI sought to uplift, there was a growing perception that the movement was falling short of its initial goals.

Why DEI Matters for Fair Chance Employment

By 2024, many organizations began to reassess their approach to diversity, equity, and inclusion (DEI) efforts. Numerous major companies, including Walmart, took steps to withdraw from or reduce their DEI initiatives, which included scaling back supplier diversity programs and diminishing support for certain equity centers. The Society for Human Resource Management (SHRM) also modified its terminology, choosing to replace “equity” with “Inclusion and Diversity.”

This shift prompted discussions about the effectiveness of DEI programs among corporate leaders. Some pointed to data suggesting that despite hefty investments, meaningful outcomes, such as increased diverse representation in leadership roles, were still hard to achieve. As a result, various stakeholders, including members of marginalized communities, began expressing concerns that DEI efforts were not delivering the promised results, leading to skepticism about the long-term impact of these initiatives.The 2024 Graduating class from the TLM Coding Classroom at San Quentin.

The Backlash: What’s Really Driving It?

DEI’s decline isn’t just about economics or performance metrics. It’s also about power, culture, and the narratives we tell about fairness and opportunity.

Critics have seized on DEI as a symbol of “wokeness,” accusing it of creating divisions and prioritizing identity over merit. Under pressure from shareholders or political groups, some corporate leaders see dismantling DEI as a way to appease a powerful minority.

As Aisha points out, there’s a deeper issue at play. “The anti-DEI campaign is a well funded endeavor to disavow the reality of systemic and institutionalized racism.  Denying the reality of racism and exclusion in this country ensures those in power stay in power without having to acknowledge or be held accountable for the harm they cause.” 

The political weaponization of DEI has only amplified these challenges. Conservative activists have targeted companies with boycotts and lawsuits, arguing that DEI programs are discriminatory against demographics like white men.

The result? A chilling effect on organizations that might otherwise be willing to embrace inclusive practices like Fair Chance Employment. 

The Ripple Effects of DEI’s Demise

What happens when support for diversity, equity, and inclusion (DEI) initiatives diminishes? For individuals impacted by the justice system, the consequences can be significant. Without a focus on DEI, there may be fewer investments made in training and cultural improvements needed for Fair Chance Employment. This could result in reduced job opportunities for those reentering society, potentially amplifying cycles of poverty and re-offending. Employment is considered one of the most effective means of reducing recidivism. Research indicates that individuals who secure stable jobs after release are approximately 20% less likely to re-offend within their first year. As Jessie Rose, a TLM graduate and fellow at the LA Rams, puts it: “Being given a chance has transformed my life. It’s about showing that people like me have so much more to offer than our pasts.” The benefits of Fair Chance Employment reach beyond individuals. Communities thrive when those impacted by the justice system can support their families and contribute to local economies. Employers also gain by accessing a dedicated and motivated talent pool.

Moving Forward: Beyond DEI

The decline of Diversity, Equity, and Inclusion (DEI) initiatives presents an opportunity for renewed focus on Fair Chance Employment through new strategies.

• First, the focus should shift to practical outcomes, such as improved retention, increased innovation, and expanded talent pipelines, rather than treating DEI as a separate initiative.

• Second, partnerships between nonprofits and corporations can play a vital role. Programs that offer classroom training and reentry initiatives can equip justice-impacted individuals with the skills and connections necessary for success.

• Finally, it’s essential to challenge the narratives contributing to the backlash by educating companies about the importance of becoming Fair Chance Employers. A focus on the realities of systemic barriers to employment is crucial for progress. As we approach 2025, it’s a pivotal time for justice-impacted individuals and the broader quest for workplace equity. While the current climate may reflect challenges in communication and execution, it highlights the urgent need for innovative solutions. Now is the time to go beyond mere terminology and focus on creating workplaces where everyone—regardless of their past—has the opportunity to thrive. Investing in inclusive practices not only transforms individual lives and enhances organizational effectiveness but also helps build a fairer, stronger, and more resilient future for all.

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