Good morning!

Today, we're exploring diversity, equity and inclusion and how organizations are navigating this in the current political climate. Is your organization implementing DEI policies? Let me know!

Also in this issue:

🚘 Advice from Tesla's former DEI lead
👩🏾 Stats on lack of Black women as CEOs
📞 How DEI is affecting a merger

Here's a look at what we're seeing, what it means, what we're anticipating, what's resonating and what you think about today’s workplace. Let's get SMART!

Kristen Kavanaugh's experience leading DEI at Tesla illustrates the complexities of building an inclusive culture in a high-profile company. Kavanaugh advocates for a compassionate, agency-driven approach, urging leaders to focus on tangible steps within their teams to foster inclusion, rather than succumbing to fear. She argues that courage -- whether in simple acts like respecting pronouns or resisting systemic fear narratives -- is vital for sustaining DEI progress, even in uncertain and challenging times.

DEI must originate as a top-down strategy, shaping not only policy but also the mindset and culture of organizations, says Joelle Nasr, an integrated planning manager at Magna Global KSA. Lasting transformation stems from leadership modeling inclusive behaviors and embedding DEI values throughout the workforce, so they become part of everyday interactions rather than just formal initiatives. "It's about creating an environment where people feel safe, seen and motivated to contribute fully," Nasr says.

The Trump administration's sweeping anti-DEI rhetoric and executive actions have created a chilling effect among employers, leading some to hastily dismantle workplace diversity programs. This reaction, driven by fear of government scrutiny, is misguided, write several law professors who warn that removing DEI programs can actually heighten the risk of discrimination lawsuits from employees. The professors clarify that DEI itself is not illegal; discrimination is, which means that employers must continue to adhere to anti-discrimination laws.

Despite matching or exceeding their peers in ambition and qualifications, Black women remain starkly underrepresented among Fortune 500 CEOs. Only five Black women have held such roles in the list's 70-year history, a figure that starkly contrasts with their presence in the broader workforce. To bridge the CEO representation gap, companies need to prioritize transparent evaluation and focused internal development for Black women.

The FCC has approved the pending $20 billion Verizon-Frontier merger, contingent on Verizon ending all diversity, equity and inclusion programs. State-level approval is still required, though, and while Connecticut has greenlit the deal, California's regulatory requirements pose a significant hurdle. Despite Verizon's assurances that it remains committed to supplier diversity through other means, California officials have criticized the company's responses as evasive and insufficient.