When DEI is Under Fire: How to Keep Doing the Work (Even If You Can’t Say the Words)

If you work in a progressive nonprofit, brace yourself—because if it hasn’t happened yet, it’s coming.

A board meeting. An emergency strategy session. A call from the executive director.

The question will sound something like this: “How do we continue our work without losing funding, donors, or becoming a target?”

Some board members will be worried about the bottom line. Others will be watching high-profile attacks on DEI efforts and wondering if you’re next. And they’ll ask you—point blank—to justify your organization’s stance.

So what do you say?

Here’s the truth: This work isn’t going anywhere. It’s the right thing to do. And it’s also a business and community imperative. But how we talk about it? That might need to evolve.

This isn’t about backing down. It’s about getting smarter, sharper, and more strategic. Because if opponents want to fight this battle on semantics, fine—let’s make it about impact.

1. Make the Case Without the Buzzwords

The backlash isn’t against equity itself—it’s against the language of equity. Some funders and board members are flinching at the letters D, E, and I—not the real, tangible work that helps communities thrive.

So let’s take the fight to a different level. Instead of arguing about labels, show them the results.

🔹 Instead of: “We’re committed to DEI in hiring.”
🔹 Say: “Our hiring initiatives have expanded our applicant pool by 40%, bringing in top-tier talent we were missing before.”

🔹 Instead of: “We support equity in education.”
🔹 Say: “Our mentorship program has helped 500 first-gen students get into college, securing over $2M in scholarships last year alone.”

🔹 Instead of: “We focus on racial justice.”
🔹 Say: “We’re removing barriers to opportunity, ensuring every person in our community has a fair shot at success.”

This isn’t about watering anything down—it’s about making the impact undeniable.

2. Anticipate the Board’s Concerns—And Be Ready to Answer

Your board and senior leadership aren’t all ideologues. Many are risk-averse businesspeople who are scanning the headlines and asking:

• Are we about to lose major funders over this?

• Could we get sued for maintaining these programs?

• Will this put a target on our back?

These aren’t bad questions. And if you’re caught off guard, you might end up in a defensive, reactive position. Instead, own the conversation.

➡️ If they’re worried about funding: “Our largest funders continue to support this work because they see the measurable outcomes.”
➡️ If they’re concerned about legal risk: “We’ve reviewed our language to ensure we’re aligned with current legal standards while still meeting our mission.”
➡️ If they fear backlash: “We’re not alone. Hundreds of organizations are navigating this, and the ones that do it well focus on outcomes, not just rhetoric.”

The goal is to reassure without retreating. This work isn’t a liability—it’s an asset.

3. Double Down on the Why—Not Just the How

The strongest organizations don’t just implement DEI principles—they live their values.

If your board is wavering, remind them:

• This isn’t about optics. It’s about serving the community effectively.

• Every successful, sustainable organization adapts to changing demographics. That’s not radical—that’s just good leadership.

• Companies and nonprofits with diverse leadership outperform their peers. (It’s not just right—it’s smart business.)

This work is not a trend. It’s a core part of what makes organizations strong, adaptive, and future-proof. And no amount of political theater changes that reality.

4. Play the Long Game: Funders May Change, But the Mission Stays

Yes, some funders are backing away from explicit DEI language. But guess what? Others are doubling down. If a grant requires you to erase your organization’s core values, ask yourself if that’s a funder you want to depend on long-term.

🔹 Diversify funding streams so no single donor controls your direction.
🔹 Invest in individual giving—smaller donors are often more values-driven than corporate funders.
🔹 Seek funders who care about impact, not just messaging. If they’re serious about outcomes, they won’t panic over semantics.

And if you do need to shift language to meet a funder’s requirements? Fine. But don’t let it change the actual work.

The Bottom Line: The Work Continues—Strategically

Yes, DEI is under attack. But progress has always been under attack. The people fighting against it aren’t smarter, braver, or more committed than you. They’re just louder.

So let’s be louder in a different way:

• Lead with results.

• Reframe the conversation.

• Meet fear with strategy.

• Find the right allies.

Because the future isn’t built by the people who retreat. It’s built by the people who adapt, push forward, and refuse to let a little political pressure erase decades of hard-won progress.

So—how are you going to keep your work moving forward? And more importantly, how will you make sure everyone understands why it matters?