Navigating DEI in Your Board: A Guide for Leaders

If you're reading this, chances are you've encountered the headlines—the ones declaring that organizations must now “take a side” on DEI, as if inclusion, equity, and belonging were optional or divisive. You’ve likely faced questions from your board: What’s next for DEI? Is it a risk? Should we take a step back?

I get it. These conversations can feel polarizing. But here’s the truth: DEI isn’t about picking sides—it’s about strengthening your organization. And if you want to be the kind of leader who moves forward with confidence, you need the right framing, language, and strategy to ensure your board understands that DEI isn’t going anywhere—because it’s critical to business success.

So, how do you answer those inevitable questions and guide your board with clarity? Let’s get into it.

1. The Headlines Are Just That—Headlines. Let’s Focus on Reality.

The news cycle thrives on controversy, but the real business case for DEI hasn’t changed. Organizations that embed inclusion into their strategies outperform their peers, attract top talent, and mitigate risks.

So, when your board asks, “Should we be pulling back on DEI?” your answer should be: “We should be doubling down on what actually works—measurable, strategic DEI initiatives that align with our business priorities.”

2. Reframe DEI as a Business Imperative, Not a Political Issue

Your board’s job is to mitigate risk and drive value. That’s exactly what DEI does when it’s done right. Make the connection crystal clear:

• Risk Management: Prevents legal, reputational, and operational risks.

• Workforce Sustainability: Improves retention, engagement, and team performance.

• Financial Growth: Companies with diverse leadership are 36% more profitable (McKinsey, 2023).

• Reputation & Compliance: Investors, clients, and regulators expect transparency and accountability.

The real risk isn’t in doing DEI—it’s in ignoring it while competitors leverage it as a strategic advantage.

3. The Best Boards Ask the Right Questions—Help Them Get There

CEOs and executive teams should guide their boards to move beyond surface-level DEI discussions. Instead of “Are we doing DEI?” help them ask:

✅ How does DEI drive our business objectives?

✅ What metrics show our progress?

✅ Where do we risk falling behind our competitors on talent and innovation?

✅ How do our employees and stakeholders perceive our inclusion efforts?

✅ Are our leadership pipelines reflective of the future workforce?

Boards that ask better questions make better decisions. Help them get there.

4. Anticipate the Tough Questions & Answer with Strength

Let’s face it—some board members may push back. Here’s how you respond with confidence:

🔹 “Is DEI creating division in our workforce?” 💡 Reality: DEI removes barriers and fosters belonging. Companies with inclusive strategies see higher employee engagement and productivity.

🔹 “Shouldn’t we focus on merit and skills instead?” 💡 Reality: DEI enhances merit. Expanding access to opportunities ensures the best talent rises to the top, improving decision-making by 66% (Forbes, 2017).

🔹 “Are we exposing ourselves to risk by being too vocal about DEI?” 💡 Reality: The biggest risk is inaction. Many companies face lawsuits due to workplace inequities. Investors and employees expect accountability and transparency.

5. Lead with Confidence—DEI is Here to Stay

Yes, DEI is in the headlines. But that doesn’t mean it’s a passing trend. The best-led organizations recognize that inclusive leadership fuels innovation, resilience, and long-term sustainability.

1. This isn’t about being “woke”—it’s about being ready.

2. This isn’t about division—it’s about excellence.

3. This isn’t about politics—it’s about performance.

Your role as an executive is to ensure your organization is built for the future. That future demands leadership that values inclusion, equity, and belonging.

Let’s Keep the Conversation Going

I work with executives and boards to make these conversations easier, more strategic, and more effective.

Through my work with Inclusion in the Boardroom, I equip leaders with the language, research, and strategies to confidently frame DEI discussions—no matter the headlines.