In February, the Allyship & Equity Committee talked about the effects of recent governmental changes on the future of DBE designation and the firms that rely on it for successful procurement.
The meeting focused on the ongoing challenges surrounding Diversity, Equity, and Inclusion (DEI) initiatives and Disadvantaged Business Enterprise (DBE) programs, particularly considering increasing political and organizational pushbacks. Participants shared insights on how their organizations navigate these changes and discussed strategies to maintain progress in equity efforts.
1. Challenges Facing DEI and DBE Programs
- DEI-related programs and discussions are facing significant backlash, with many organizations eliminating initiatives, websites going dark, and speakers being barred from conferences due to perceived affiliations with DEI.
- Several committee members have had to step down because their employers no longer allow them to participate, reflecting the growing restrictions on DEI involvement.
- DBE programs, which have long been in place as part of civil rights initiatives, are also under scrutiny, with discussions emerging about their potential elimination.
2. Reframing the Conversation
- Some organizations are shifting their language away from DEI terminology to avoid political pushback, focusing instead on terms like "allyship and equity" to continue the work without attracting negative attention.
- Education and clarification were emphasized, particularly in distinguishing DBE from DEI, as DBE is a civil rights-based program rather than a diversity initiative.
- A suggestion was made to emphasize the business case for equity, demonstrating how equitable business decisions result in financial benefits for organizations.
3. Strategic Approaches to Maintain Equity Initiatives
- Many organizations stand by their values, even if it means losing specific opportunities, such as government contracts or federal work.
- Focusing on financial and operational benefits rather than emotional appeals has successfully engaged stakeholders who may be resistant to DEI discussions.
- Organizations were encouraged to continue funding Employee Resource Groups (ERGs) and to ensure messaging includes terms like "ERG and allies" to emphasize inclusivity and reduce potential targeting.
- Small businesses and minority- or women-owned companies were highlighted as being at risk of being overlooked due to the removal of DBE requirements in some procurement processes. Participants emphasized the importance of intentionally including these businesses in RFPs and procurement opportunities.
4. Moving Forward
- Organizations should proactively ensure inclusive policies remain in place, even if external pressures discourage explicit DEI-related terminology.
- Ongoing discussion and collaboration within professional groups and industry forums will be critical in sustaining progress despite challenges.
- Future leadership meetings will continue to address these issues, with upcoming discussions focused on advancing allyship and equity in changing political and business landscapes.
The meeting concluded with a call to stay engaged, support each other, and continue sharing strategies to ensure equity and inclusion efforts remain strong despite external pressures.
What are your thoughts on this discussion?
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Melissa Rysak
Vice President, Communications
International Parking & Mobility Institute
Springfield PA
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