Ending DEI in the Age of Nepotism
We See You, and We Feel Your Pain
Across the country, companies, universities, and institutions are dismantling their Diversity, Equity, and Inclusion (DEI) programs.
Some are doing it quietly, rolling back commitments once worn as a badge of social progress. Others are doing it loudly, as if ensuring fewer opportunities for underrepresented groups is something to celebrate. But either way, the organizations capitulating to the bully in the White House no longer represent me or my values.
And for those of you who were forcibly removed from your roles promoting DEI at organizations large and small, we see you. We feel your pain.
And let’s be very, very clear: DEI programs were never about some group receiving special treatment. DEI was about removing barriers and identifying power dynamics that never should have existed in the first place. They were about correcting the baked-in inequities of systems that, for centuries, advantaged some while excluding others. They were about ensuring that talent, regardless of race, background, or circumstance, could compete on a fair playing field.
And don’t take my word for it; read this outstanding piece (And corresponding to-do list) from author Caroline Sumlin about what ending DEI programs is really all about.
But while DEI programs are being dismantled, White Affirmative Action remains intact.
We don’t call it that, of course. We call it “legacy admissions.” We call it “alumni preference.” We call it “hiring from trusted networks.” We call it nepotism—and we pretend it doesn’t carry the same weight as the systemic advantages that have helped generations of predominantly White families secure opportunities before a single application was even submitted.
When Supreme Court rulings strike down race-conscious admissions but leave untouched the practice of giving preference to the children of alumni—who, for decades, were overwhelmingly White and Wealthy—we are not living in a meritocracy.
When companies slash DEI budgets while quietly maintaining hiring pipelines built on personal connections rather than open competition, we are not rewarding the most qualified.
When we allow legacy power structures to thrive but decide programs meant to expand access and opportunity have “gone too far,” we are not being fair-minded.
The companies walking away from DEI today will struggle to recruit and retain top talent tomorrow. The institutions rolling back their commitments to inclusion will be left behind by those who understand diversity is a driver of innovation, not a threat. The leaders who choose comfort over courage will eventually find themselves on the wrong side of history.
If you’re feeling demoralized right now, you’re not alone. But know this: The fight for fairness, justice, and equity doesn’t end because a policy changes. It doesn’t disappear because budgets are cut or job titles are rebranded.
And it certainly doesn’t end when the nepo-baby in chief says it does.
The work continues, because the need continues.
We see you. We feel your pain. And we are not done fighting for the world we know is possible.