The debate is getting loud—should we stop saying “DEIA” to protect the work, or double down in defiance? With executive orders forcing federally funded agencies and contractors to strip DEIA from their language, some orgs are swiftly rebranding while others are standing firm. For those of us deep in this work—watching the language, nonetheless the initiatives, we fought to establish get erased—it’s more than frustrating. It’s targeted. So let’s break it down: what’s really happening with DEIA language, why it matters, and how we decide whether to say it loud or switch it up.
The Great DEIA Disappearance
Let’s be real: DEIA language and initiatives are disappearing faster than corporate statements recognizing Juneteenth. Companies, schools, and even nonprofits are tiptoeing around the term, swapping it for “belonging,” “workplace excellence,” or simply deleting it.
But we know—this ain’t just about words. The fear is real. With executive orders like “Ending Illegal Discrimination and Restoring Merit-Based Opportunity”, the landscape is shifting fast. This order, signed by President Trump in early 2025, directs federal agencies and contractors to eliminate any mention of DEIA from job postings, trainings, and internal policies. It prohibits race-, gender-, or disability-conscious language in hiring, promotion, and even supplier diversity efforts—effectively gutting the very tools we’ve used to address structural inequities in the workplace.
And let’s be clear: this is just one of several coordinated efforts to dismantle DEIA across government, education, and corporate sectors. Other executive orders/actions have frozen federal DEIA funding, restricted data collection on race and disability, and targeted programs that support historically marginalized groups.
This isn’t just policy change—it’s a cultural erasure. The impact is deep and wide, forcing organizations even beyond federal agencies to make hard choices: either water down the work to stay compliant or double down and risk losing support. Either way, the pressure is real—and it’s reshaping how we show up in this movement.
Examples of Who’s Changing It Up:
- Universities & Nonprofits → Scaling back diversity programs to avoid political backlash. Some disability orgs are shifting away from “equity” language to maintain federal funding (Time).
- DC Government → Removed the “Black Lives Matter” lettering from BLM Plaza—erasing a once-bold public declaration of justice (AP News)
- Target → Scaled back DEI commitments and paused investments in racial justice initiatives, sparking backlash from Black entrepreneurs and advocates (Them).
- Disney & USAA → Replacing DEIA with “Talent Strategy” & “Belonging” (The Times).
- Goldman Sachs & McDonald’s → Softening their DEIA stance after legal threats (Business Insider).
The Case for Changing the Language
Let’s get into the strategy. Some folks are arguing: “It’s not about the words—it’s about the work.” If rebranding DEIA as something “softer” keeps the funding coming and the work moving, isn’t that a win?
Why Some Are Saying ‘Change It’
- Avoid the political landmines. If renaming DEIA to “Leadership Development” keeps your organization alive, why fight it? (Time)
- Keep the doors open. Certain companies and universities are playing chess, keeping their programs intact while dodging legal threats.
- DEIA was never the movement. Black & Disabled communities existed before corporate DEIA, and they’ll exist long after.
The Case for Holding the Line
Then, there’s the Kendrick Lamar camp. The “We Not Changing a Damn Thing” crew. Because let’s be honest—this pushback against DEIA isn’t about terminology, it’s about erasing the work entirely.
This work has transformed how we hire, who we promote, what stories get told in leadership meetings, and how our teams even define “belonging.”
We’ve seen programs like the A+ Pathfinder Program at Coachella open doors for BIPOC disabled professionals in live entertainment—fields where access used to be a wall, not a bridge. We’ve watched supplier diversity pipelines, partnerships with organizations like the National Urban League and ERGs (employee resource groups) led by Disabled and Black staff redefine what it means to bring innovation in the workplace.
DEIA made space for that.
We’ve helped government agencies and companies not only bring in talent, but keep that talent by building cultures that center mental wellness, accessibility, and racial equity.
So when they ask, “Why hold the line?” Because we’re not just fighting for a buzzword—we’re fighting for everything that came with it.
Who’s Holding the Line on DEIA
While some institutions are retreating from DEIA commitments, others are resolutely maintaining their dedication to diversity, equity, inclusion, and accessibility. These entities recognize that DEIA is not a fleeting trend but a foundational element of their mission to foster equitable communities. Here are notable examples:
- Federal Judiciary → In a significant legal development, a federal judge in Baltimore largely blocked a series of executive orders from President Trump aimed at terminating federal support for DEI programs. The preliminary injunction prevents the administration from changing or ending federal contracts deemed equity-related, marking a judicial check on executive actions against DEI. AP News
- MacArthur Foundation → In response to federal funding cuts, the MacArthur Foundation announced an increase in its giving from 5% to at least 6% of its endowment over the next two years, resulting in an additional $150 million in grants. This move aims to offset the impact of reduced federal funding on various sectors. (AP News)
- Costco → In January 2025, Costco’s shareholders overwhelmingly reaffirmed the company’s commitment to DEI initiatives, with 98% rejecting a proposal to abandon these policies, underscoring strong internal support. Alot Finance
- Johnson & Johnson → The company continues to prioritize DEI by actively recruiting leaders to oversee and implement robust initiatives, emphasizing the inclusion of diverse talent pools across all workforce levels. Alot Finance
- Coca-Cola → The company has set ambitious DEI goals, aiming for women to hold 50% of senior leadership roles by 2030, while ensuring strong racial and ethnic representation across all levels of its U.S. workforce. com
- Pinterest → Chief Legal Officer Wanji Walcott publicly defended the company’s DEI policies, highlighting that investments in a diverse and inclusive workforce create immense value for users and advertisers alike. Buildremote
Many advocates across the country, including Tabitha Brown, publicly called out companies pulling back from DEI and encouraged a boycott (Reuters). Here’s why some are saying ‘Stand Firm’
- DEIA is already a watered-down version of justice. If we keep making it more palatable, what’s left?
- The fear is intentional. The goal of these executive orders/actions are to make us second-guess ourselves. Changing the language means they’ve already won.
- Black & Disabled communities deserve clarity. Calling it something else won’t stop people from experiencing racism, ableism, and discrimination.
So… Say It or Switch It? There’s no easy answer here.
- Option 1: Play it smart, rename DEIA, and keep the work moving under the radar.
- Option 2: Stand ten toes down, say DEIA loud, and force the world to deal with it.
- Option 3: Create a new language that centers Black & Disabled communities in a way DEIA never fully did.
That’s where Ignite by Keri Gray comes in.
For five years, we’ve been helping organizations navigate disability inclusion, racial justice, and intersectionality in real, unapologetic ways. Whether it’s through workshops like Building a Shared Language Around Disability or leadership development sessions that push people past surface-level inclusion, we create spaces where teams don’t just talk about workforce/community development—they build it.
And here’s what we know: Language shapes reality. Whether you call it DEIA, leadership development, or something else—the impact matters. Let’s discuss.
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About Ignite by Keri Gray: Ignite specializes in advancing discussions and strategies around intersectionality, disability, and racial justice within workplaces and communities. Keri works with a variety of clients, from non-profits to corporate entities and educational institutions, providing them with the tools and insights needed to foster inclusive cultures and policies. She offers a robust suite of services designed to foster meaningful change and enhance community and organizational wellbeing.
