A common question with a clear answer
Over the past six months, many DEI professionals have heard the same question: “Is DEI dying?” A few factors drive this question: the climb in ‘DEI fatigue,’ resulting from many organizations’ lack of commitment to systemic change, the political rhetoric in the U.S. targeting DEI, and the domino effect of some high-profile corporations publicly stepping away from DEI.
In response to these worrisome shifts, we are standing firm, DEI is not going anywhere. Why? Because it’s the law.
DEI has always existed
Diversity, Equity, and Inclusion (DEI) is not new. It has existed under various forms: civil rights, affirmative action, equal opportunity, multiculturalism, and more. All of them are rooted in one core legal principle: Everyone deserves equal opportunity, dignity, and fair compensation, regardless of who they are, who they love, where they come from, their abilities, their faith, or any other identity protected by human rights legislation.
That is what DEI is at its core: the upholding of human rights law in the workplace. What has changed is the framing. In recent years, DEI has been co-opted to avoid accountability:
• From a legal obligation to a “nice-to-have”
• From enforceable standards to “aspirational goals”
• From systemic change to checkbox diversity quotas
This has weakened its perceived importance, positioning DEI as a moral issue rather than a legal and strategic imperative.
Let’s be clear: DEI is both the morally right thing to do and a legal responsibility grounded in international, federal, provincial, and local law. Compliance with equity-related legislation is not optional. For example, Nova Scotia’s Accessibility Act mandates that goods, services, environments, and transportation be accessible to all.
In 2022, Angela helped launch Nova Scotia’s anti-racism bill, the first of its kind in Canada, adopting a government-wide approach to addressing systemic hate and inequality. These laws aren’t symbolic—they carry real consequences. Failing to meet them puts organizations at risk of legal action, reputational damage, and a loss of competitive edge.
The data backs it up
A recent report by Catalyst Inc. and NYU School of Law found that over 70% of C-suite leaders and more than 80% of legal leaders believe DEI will become even more integrated into day-to-day business operations.
If legal leaders are warning about the risks of deprioritizing DEI, organizations and business leaders would be wise to listen, and act accordingly. We are seeing just how legally vulnerable organizations become when they walk away from this work or when their efforts are ambiguous and not based on data and strategy.
From compliance to commitment
Rather than asking whether DEI is over, the more important question is: Are we ready to take DEI seriously? Drawing from our experience, we see organizations successfully realizing the benefits of DEI when they:
• Treat compliance as a starting point, not the end goal. Meeting legal obligations is the baseline. True commitment goes further by addressing the needs of historically excluded groups through thoughtful, intentional action.
• Use DEI as a strategic change management system, not a one-time training or performative initiative. In 2021 the International Organization for Standardization published the first international standard for Diversity and Inclusion ISO-30415, in response to the recognized need for the professionalization of DEI implementation.
DEI is evolving, not ending
DEI is not a trend, it is a long-standing legal, ethical, and strategic framework. It protects people. It protects organizations. It builds better systems for everyone. So no, DEI isn’t “done for.” It’s maturing. It’s becoming more standardized and grounded in law. The future of DEI is not in doubt. It’s in motion.
