The Connection Collective | DEI Isn’t Dead—It’s Evolving: How Employees Are Leading Workplace Belonging

Hello Trailblazers & Changemakers,

Another week, another round of headlines about DEI budgets disappearing. Programs are being cut, ERGs are losing funding, and leadership teams are growing quieter about their commitments. But here’s what isn’t making the news: the employees who are keeping DEI alive anyway.

The truth is, DEI has always been about people first, not just policies. While companies recalibrate their public commitments, employees are building inclusive workplaces from the ground up—supporting each other in Slack channels, forming mentorship circles, and sharing resources to uplift their colleagues. No budget? No problem. The need for belonging doesn’t vanish just because leadership decides to scale back.

We’re witnessing a shift. The grassroots movement for DEI is stronger than ever, proving that real commitment doesn’t come from corporate funding alone—it comes from the people who refuse to let inclusion be an afterthought. Companies that recognize this shift will adapt. Those that don’t? They risk losing talent, trust, and relevance.

DEI Budgets Are Shrinking. Employee Commitment Isn’t.

Over the past year, we’ve watched many organizations deprioritize DEI. Some companies claim it’s due to economic constraints, others cite political pressures, and some just don’t see the “ROI” in investing in inclusion. But while corporate initiatives are on the chopping block, employees continue to find creative ways to keep DEI work alive.

From informal meetups to mutual aid funds and mentorship programs, people are proving that inclusion is not just a corporate policy—it’s a movement driven by those who care. This is something leadership can’t afford to ignore. When companies fail to support DEI, employees take it into their own hands. And when employees take ownership of workplace culture, it becomes clear that belonging isn’t something leadership can just turn off with a budget cut.

Forward-thinking companies recognize that this shift isn’t a loss—it’s an opportunity. A workforce that prioritizes connection and inclusion is a workforce that will thrive. If leadership truly values engagement, they’ll support the people who are making it happen, whether or not there’s a corporate initiative behind it.

ERGs Aren’t Just DEI—They’re Employee Engagement

With all the attacks on corporate DEI, many companies are reconsidering the role of employee resource groups (ERGs). Some are defunding them. Others are eliminating ERG leadership stipends. A few are even disbanding them entirely. It’s a short-sighted move, one that overlooks the real value of ERGs.

ERGs were never just a “DEI thing.” At their core, they are employee engagement tools, community-building spaces, and retention drivers. Employees don’t just join ERGs to check a box—they join because they want to feel seen, supported, and connected. And when companies strip away these communities, they weaken their workplace culture.

If leadership is concerned about engagement, retention, or productivity, investing in ERGs is one of the smartest moves they can make. The alternative? A disengaged workforce, high turnover, and a loss of top talent. The best companies will understand that the future of employee engagement isn’t top-down—it’s employee-led.

The Future of Workplace Belonging is in Our Hands

No matter how corporate DEI shifts, one truth remains: people will always crave connection. Employees will continue to form spaces where they feel valued, whether or not their company provides a budget for it. And that’s why the future of workplace belonging is grassroots, not just corporate.

Companies that understand this will take a different approach. They’ll empower employees to lead, resource their ERGs strategically, and find ways to support inclusion that don’t rely on bloated budgets. They’ll recognize that belonging isn’t an initiative—it’s a core part of a thriving workplace.

For those of us committed to DEI, this is a time to innovate. Let’s keep sharing best practices, amplifying employee-led solutions, and holding companies accountable for the cultures they claim to champion. The work isn’t stopping—it’s evolving. And those who embrace this evolution will be the ones that thrive.

What Can You Do Right Now?

Whether you’re an ERG leader, a DEI practitioner, or just someone who cares about workplace inclusion, there are still ways to make an impact—even without a corporate budget. Here are a few actionable steps you can take today:

✅ Leverage existing platforms – Use Slack, Teams, or LinkedIn groups to keep conversations and resource-sharing alive. You don’t need an official DEI program to foster connection.

✅ Prioritize mentorship – Informal mentorship is one of the most powerful tools for career development. Pair up with someone in your company and exchange knowledge, support, and career advice.

✅ Amplify voices – If your leadership isn’t listening to DEI concerns, make sure employees are. Share insights, success stories, and challenges to keep the conversation visible and relevant.

✅ Advocate for small wins – Even if leadership won’t fund a full-scale initiative, push for micro-adjustments like ensuring ERG meetings are recognized as work time, securing access to learning resources, or getting internal comms to highlight diversity stories.

✅ Measure what matters – Data still drives decisions. If you’re leading an ERG or inclusion initiative, track engagement, retention, and participation. Use numbers to build a case for continued investment.

Even in challenging times, DEI work isn’t about how much budget you have—it’s about how much impact you can create. And trust us, small efforts add up.

The reality is, companies can cut budgets, but they can’t cut the need for belonging. Employees will continue to find ways to connect, support each other, and build the inclusive workplaces they deserve. The best companies will recognize this and evolve. The ones that don’t? They’ll lose talent, trust, and long-term success.

DEI isn’t dead—it’s transforming. And the future is in the hands of the people who refuse to let inclusion be optional.

Onward and upward,

Dumebi

Upcoming at Chezie

Join us for a webinar designed to help you create SMART goals for your Employee Resource Groups (ERGs) and track them seamlessly. In this session, we’ll walk you through the process of setting clear, measurable objectives tailored to your ERGs, and we’ll showcase how Chezie’s platform simplifies tracking, reporting, and execution. What You’ll Learn: - How to create SMART goals that align with organizational priorities. - Practical strategies to enhance ERG engagement and impact. - A live demo of Chezie’s tools to turn your goals into results.

If you're interested in exploring how Chezie can enhance your Employee Resource Groups (ERGs), I invite you to schedule a demo. We also offers a wealth of resources to support your ERG initiatives:

• ERG Toolkit: Comprehensive guides and templates to help you establish and manage effective ERGs.

• Blue Pages: A collection of articles and thought pieces on best practices for ERGs.

• ERG Leaders Community: Join discussions with ERG and DEI leaders to share experiences and strategies.

Lastly, connect with me on LinkedIn for more insights and updates.