The Connection Collective | DEI Isn't Disappearing—It's Evolving. But at What Cost?

Hello Trailblazers & Changemakers,

Just because companies are cutting DEI budgets doesn’t mean the work is going away. It’s just shifting hands—and that shift comes with consequences.

We’re seeing a major trend: companies moving away from formal DEI initiatives while employees and ERG leaders take on the heavy lifting. At the same time, many organizations are quietly rebranding DEI under “belonging,” “culture,” or “engagement” to soften the conversation.

But here’s the thing: Employees’ expectations haven’t changed. They still want fair opportunities, inclusive workplaces, and leadership that values them. So, if DEI isn’t going away—just evolving—how do we make sure employees aren’t left carrying the burden alone?Let’s dive into how ERGs can rise to the challenge and make a global impact

Lets Break it down.

The Shift: From Corporate Strategy to Employee-Led Work

DEI initiatives were once seen as a corporate responsibility, with dedicated teams overseeing strategy and execution. Now, as formal DEI teams shrink, employees are picking up the slack. They are organizing events, mentoring colleagues, and advocating for equity, often in addition to their primary job responsibilities. While this demonstrates the enduring importance of DEI, it also exposes employees to additional stress and workload without compensation.

This shift raises concerns about sustainability. Without proper funding, resources, and recognition, employee-led DEI efforts can only go so far. Companies that fail to institutionalize this work may see short-term engagement but will ultimately struggle with retention and morale. Recognizing and supporting employee-led inclusion isn’t just the right thing to do—it’s a smart business move.

Rebranding DEI: Inclusive Strategy or Quiet Retreat?

Many companies are moving away from the term "DEI," opting instead for language like "belonging," "culture," or "employee experience." This shift is largely an attempt to sidestep political backlash while maintaining a commitment to inclusion under a softer, less scrutinized label. In theory, this could allow companies to continue the work without external pressures interfering.

However, changing the language does not change employees’ expectations. People still want fair opportunities, inclusive workplaces, and leadership that prioritizes equity. The real concern is whether this rebrand signals a continued investment in DEI or a quiet retreat from it. Companies must ensure that their commitment goes beyond terminology and is reflected in actionable, measurable strategies.

Why Companies Need to Fund Employee-Led Inclusion

Employee-led DEI initiatives can be a powerful force for workplace change, but only if they are properly resourced. Companies that invest in ERGs and grassroots inclusion efforts see stronger employee engagement, improved retention, and better overall performance. When DEI work is woven into the fabric of an organization, it fosters a culture of trust and accountability.

The problem arises when companies expect employees to lead these efforts without financial or structural support. Unpaid DEI work creates disparities, especially for underrepresented employees who are often the ones taking on these additional responsibilities. To create meaningful and lasting change, companies must provide budgets, leadership support, and compensation for those doing the work.

The Emotional Toll: Burnout, Disengagement, and Resentment

When employees take on DEI responsibilities in addition to their regular workload, it often leads to exhaustion. They find themselves managing events, advocating for policy changes, and mentoring colleagues without recognition or relief from their primary roles. Over time, this extra labor contributes to burnout, making it difficult for employees to stay engaged and motivated.

Disengagement is another consequence of unrecognized DEI work. When employees feel their efforts are undervalued, they are less likely to participate in workplace culture initiatives and may eventually seek opportunities elsewhere. Companies that want to build a sustainable culture of inclusion must ensure that DEI efforts are supported at an institutional level rather than being treated as a side project for passionate employees.

Many employees take on DEI work out of passion, but without documentation, these efforts often go unnoticed when it comes to career growth. Treat your DEI contributions like any other key project by tracking initiatives, outcomes, and the impact on workplace culture. Bring these efforts into performance reviews, one-on-one meetings, and self-assessments to ensure leadership sees their value. Whether it’s organizing ERG events, mentoring colleagues, or advocating for inclusive policies, framing this work as a measurable business contribution can help secure recognition, promotions, or even additional resources.

DEI work is not disappearing—it is evolving. While companies may be rebranding or restructuring their initiatives, the demand for inclusive workplaces remains strong. Employees continue to push for fairness, representation, and equitable policies, even when leadership steps back.

The question companies must answer is whether they will support and invest in this evolution or leave employees to carry the burden alone. DEI can thrive in new forms, but only if organizations recognize and empower those leading the charge. The future of workplace inclusion depends on it.

Onward and upward,

Dumebi

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.