Why does DEI progress seem to stop or go backwards?

According to historians and social scientists, DEI progress and backlash are cyclical, similar to historical waves of social change. Every step towards equality triggers resistance from established structures.

How can I identify my own unconscious bias in DEI efforts?

Reflect on your own experiences with power and privilege. The speaker shares a personal story of unintentionally firing senior women in a past role, illustrating how unconscious bias can operate even when advocating for DEI.

What are practical steps to keep DEI moving forward?

Key actions include staying engaged and in action, observing and mitigating your unconscious bias, using unfairness as a tool to help others, sharing learnings with your network, and supporting community resilience.

How many people are needed to create lasting social change?

Research from Harvard suggests that it only takes mobilizing approximately 3.5% of a population to bring about lasting change, highlighting the power of focused activism.

Key Moments

Why this DEI recession could lead to positive change | Katherine Longhi | TEDxSt Albans

TED

Nonprofits & Activism3 min read13 min video

Mar 7, 2026|14,833 views|262|48

Bias Discrimination Diversity English Gender Inequality Prejudice Social Sciences TEDxTalks [TEDxEID:60782]

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Key Moments

TL;DR

DEI progress cycles, focus on inclusion, not just diversity, and individual action can drive change.

Key Insights

The current perception of DEI is negative due to a backward focus on diversity metrics over genuine inclusion.

Historical cycles show that progress towards equality is often met with backlash, but overall, societies tend to move forward.

Unconscious bias affects everyone, including those advocating for DEI, leading to unintentional exclusionary actions.

Focusing on 'inclusion' as the primary driver naturally leads to 'equity' and 'diversity'.

Individual action, self-awareness of privilege, and open conversations are crucial for fostering DEI.

Lasting social change can be achieved by mobilizing a relatively small percentage of the population (e.g., 3.5%).

THE NEED FOR BELONGING AND THE DEI DEBATE

The talk begins by addressing the fundamental human need to belong and feel included. The speaker, Katherine Longhi, uses personal anecdotes to illustrate feelings of being an outsider. She then pivots to the often contentious topic of Diversity, Equity, and Inclusion (DEI), noting that while its intentions were positive, the current discourse frames it negatively. The core argument is that DEI has been approached incorrectly, prioritizing 'diversity' (counting numbers) over the more impactful element of 'inclusion'.

RECALIBRATING DEI: THE POWER OF 'IED'

Longhi proposes a conceptual shift from DEI to 'IED' (Inclusion, Equity, Diversity), arguing that focusing on inclusion is the key to achieving the other two. She suggests that if genuine inclusion is prioritized, equity and diversity will naturally follow. This reframing aims to move beyond mere 'bean counting' of differences and toward creating environments where everyone feels a sense of belonging and opportunity, ultimately fostering a fairer world for all.

HISTORICAL CYCLES OF PROGRESS AND BACKLASH

To contextualize the current challenges in DEI, the speaker takes a historical tour, highlighting that progress towards equality has always been cyclical. Major advancements in movements like abolition and women's rights have historically been met with significant resistance and setbacks. This pattern of progress followed by backlash, and then further progress, is presented as a natural, albeit difficult, part of social evolution. Recognizing these cycles can help manage current anxieties.

THE CURRENT 'DEI RECESSION' AND ITS CAUSES

The current rollback of DEI initiatives, with companies reducing programs and DEI roles diminishing, is framed as part of this historical cycle of backlash. Social scientists observe that societal polarization and weakened institutions, particularly after events like the 2008 financial crisis, create fertile ground for resistance against change. Movements like #MeToo and Black Lives Matter, while impactful, also triggered strong opposition, demonstrating that significant social shifts invariably provoke a reaction from those defending the status quo.

UNPACKING UNCONSCIOUS BIAS AND PRIVILEGE

A critical insight is that unconscious bias affects everyone, even those actively working for DEI. Longhi shares a personal story of unintentionally firing nearly all senior women in a new role, revealing how societal conditioning and unchecked biases can lead to exclusionary actions without awareness. This highlights the complexity of privilege; even individuals from marginalized groups can hold privilege and wield power unconsciously. Accepting this self-awareness is crucial for genuine progress.

EMBRACING ACTION AND COLLECTIVE RESPONSIBILITY

Despite the challenges, Longhi urges that giving up is not an option. She emphasizes taking action, observing one's own biases, and transforming experiences of unfairness into opportunities to help others. Sharing knowledge about bias and privilege, supporting those who have been helped, and fostering resilient communities through mutual support are actionable steps. Crucially, she notes that systemic change doesn't require universal agreement; mobilizing just 3.5% of the population can create lasting impact.

DEI Action Guide

Practical takeaways from this episode

Do This

Do not give up on DEI efforts.

Be in action and stay engaged.

Observe and monitor your unconscious bias.

Use experiences of unfairness as opportunities to help others.

Share knowledge about unconscious bias and privilege with others.

Support those you have helped, and encourage them to support others.

Mobilize 3.5% of people to create lasting change.

Avoid This

Do not let unconscious bias stop you from taking action.

Do not assume you are immune to bias just because you advocate for DEI.

Do not try to win over 100% or even half of the people to the DEI cause.

Company DEI Program Changes in 2024 (US)

Data extracted from this episode

Metric	Value
Companies eliminating or reducing DEI programs	1 in 8
Hiring managers citing DEI for PR not real change	56%

Common Questions

DEI stands for Diversity, Equity, and Inclusion. While intended as a positive force, the current conversation often frames it negatively, leading to backlash and the rollback of programs.