How to Talk About Creating Fair Workplaces When DEI Is Under Fire

For years, I never felt comfortable praying at work. As a Muslim, I'd find myself awkwardly trying to pray in conference rooms or empty offices, always worried about being interrupted or misunderstood.

Then I worked at a company that had created a simple, quiet prayer space. Most people probably didn't even know what that small room was for, but for those of us who did, it made an enormous difference. Suddenly, I could fully show up to work, bringing my whole self without having to compartmentalize such a fundamental part of who I am.

That experience didn't just improve my comfort level; it genuinely enhanced my work. When you don't have to spend mental energy managing basic needs or hiding parts of yourself, you can focus that energy on innovation, collaboration, and contribution. It was workplace fairness in action—and it required no grand speeches or complex initiatives, just thoughtful consideration of how different people experience the workplace.

This personal experience has shaped how I think about the conversations we're having with organizational leaders today. There's a pattern we've been noticing: Many who privately express deep commitment to creating fair, inclusive workplaces find themselves hesitating to speak about this work publicly. "We still believe in this," they tell us, "but we're not sure how to talk about it anymore."

This tension between conviction and communication isn't surprising. At Hyphens and Spaces, our work with leaders across various industries - from healthcare executives navigating policy changes to community organizers building coalitions across ideological divides - has shown us how the same message can either resonate or alienate depending on how it's framed. These experiences have taught our team that language isn't just about words; it's about creating bridges that connect our shared values, even when our vocabularies differ.

The Current Reality

Let's acknowledge what many of us are experiencing: DEI work faces significant headwinds. Budget cuts, political polarization, legal challenges, and public scrutiny have created an environment where even mentioning "diversity, equity, and inclusion" can trigger resistance.

But here's what we've observed in our work at Hyphens and Spaces: The core values that drive this work – fairness, dignity, belonging, and opportunity – remain widely shared across different perspectives. It's often our language and framing, not our underlying aspirations, that create barriers.

Beyond Terminology: The Heart of the Work

When talking about creating fair workplaces in today's climate, we need to move beyond terminology debates to connect with the fundamental values that most people already embrace.

During a recent workshop with a client navigating political divisions within their leadership team, we witnessed something powerful. A skeptical executive said, "I don't care what you call it—I just want a workplace where my daughter would have the same opportunities as anyone else." This moment reminded us that beneath ideological differences often lies shared aspirations for fairness and opportunity.

This executive's perspective resonates in our current context. When DEI terminology becomes a barrier, we can shift our language while maintaining our commitment to creating workplaces where everyone can thrive.

Practical Approaches: How to Frame the Conversation

Based on our work with organizations across sectors, here are approaches that help leaders communicate effectively about workplace fairness, even in resistant environments:

1. Connect to Universal Values and Business Outcomes

Rather than focusing on terminology that might trigger resistance, frame conversations around widely shared values and clear business benefits:

Instead of: "Our DEI initiatives aim to address systemic barriers facing underrepresented groups."

Try: "We're working to ensure everyone has equal access to opportunities, can contribute their best work, and feels valued. This directly improves our innovation, decision-making, and ability to serve diverse customers."

2. Use Specific Examples Rather Than Abstract Concepts

Abstract discussions about systems and structures can feel theoretical. Concrete examples make the impact tangible:

Instead of: "We're working to dismantle systemic barriers in our organization."

Try: "We noticed that team members from our Atlanta office weren't advancing at the same rate as those in headquarters. By examining our promotion process, we discovered that informal networking played a bigger role than we realized. We've since implemented more transparent advancement criteria, and we're already seeing more diverse talent moving up."

3. Lead with Shared Aspirations

Begin conversations by establishing common ground rather than emphasizing differences:

Instead of: "Our organization has significant disparities we need to address."

Try: "We all want a workplace where the best ideas rise to the top, where advancement is based on contribution, and where different perspectives strengthen our work. We've identified some gaps between that aspiration and our current reality that we're working to close."

4. Integrate Fairness into Core Business Functions

As I wrote in my blog on Inclusive Crisis Leadership, the most effective approach is one that becomes embedded in how the organization operates rather than existing as a separate initiative:

Instead of: "Our DEI committee has developed several new programs."

Try: "We've integrated fairness and inclusion metrics into our product development process, customer service training, and leadership evaluation – because these values strengthen every aspect of our business."

5. Balance Validation with Challenge

Create space for different perspectives while maintaining clear standards:

Instead of: "Anyone who questions our approach doesn't value diversity."

Try: "I appreciate you raising those concerns. Different viewpoints help us create more effective approaches. The goal of ensuring everyone can contribute their best work isn't negotiable, but how we get there is something we can discuss and refine together."

When Navigating Different Audiences

In our work, we've found that effective communication often requires adapting to different audiences while maintaining consistency in core values. This isn't about being inauthentic but about creating bridges of understanding.

For Executive Leadership

Focus on strategic advantage, risk management, and long-term organizational health. Connect workplace fairness efforts to talent development, innovation, and market relevance.

For Middle Management

Emphasize practical tools and approaches that help them lead diverse teams effectively. Focus on creating psychological safety, resolving conflicts productively, and leveraging different perspectives for better outcomes.

For Individual Contributors

Address concerns about fairness directly. Be transparent about how decisions are made and how opportunities are distributed. Create multiple channels for input and feedback.

Learning from Crisis Navigation

In my recent blog about Inclusive Crisis Leadership, I shared insights about distinguishing between core principles and flexible approaches that have shaped our work.

This distinction serves us well in the current climate. While our language and framing may need to evolve, our commitment to creating workplaces where everyone can contribute fully and be treated with dignity remains constant.

Persistence Through Resistance

In our consulting work, we've encountered various forms of resistance to workplace fairness efforts. Some stakeholders question the business case, others worry about divisiveness, and some simply prefer the status quo.

What we've learned is the importance of meeting people where they are. Not everyone will be immediately receptive. Some need time and repeated exposure to new ideas. Others need to see practical benefits before they'll engage.

The same principle applies to fairness work in challenging environments. Rather than expecting immediate and universal embrace, we can:

• Start with the willing

• Demonstrate concrete benefits

• Build momentum through small wins

• Create space for questions and concerns

• Focus on progress rather than perfection

Moving Forward with Clarity and Conviction

As leaders navigating this complex landscape, we need both flexibility in our approach and clarity in our conviction. The terminology and tactics may evolve, but the fundamental commitment to fairness and opportunity remains.

When I founded Hyphens and Spaces with my co-founder Samira in 2019, we chose our name precisely because it represents both connection and space, bringing different elements together while maintaining room for distinction and difference.

This balance serves us well in the current moment. We can create connections across different perspectives while allowing space for varied approaches to shared goals.

A Personal Reflection

Throughout my career, I've had the privilege of moving between different spaces—from corporate boardrooms to community organizing, from one-on-one coaching to facilitating large group dialogues.

One formative experience was working with a rural community developing economic opportunities despite deep political and social divisions. By focusing on shared aspirations for their children's futures rather than ideological differences, community members who rarely spoke to one another created a job training program that transformed their town. They didn't agree on everything, but they found common ground in their desire for economic dignity and opportunity.

These experiences of building bridges across differences have fundamentally shaped how I think about communication in divided environments. The lesson remains consistent: how we communicate can either open doors or close them.

What we know with certainty is this: When we focus on our shared humanity and common aspirations, we create possibilities for progress even in challenging environments.

An Invitation to Dialogue

I recognize that for many readers, this topic evokes strong feelings and complex questions.

We invite you to continue this conversation:

• What approaches have you found effective in communicating about workplace fairness in resistant environments?

• Where do you see opportunities to bridge different perspectives?

• How are you adapting your language while maintaining your commitments?

At Hyphens and Spaces, we're committed to supporting leaders navigating these challenges. If you're seeking thought partnership or practical strategies for advancing workplace fairness efforts in today's climate, we'd welcome a conversation.

Schedule a consultation with our team →