Silence Isn’t Neutral: Why Leaders Must Speak Up on Diversity, Equity, and Inclusion

By: Anne Marie Fuda

Over the past year, major companies like IBM, Meta, McDonald’s, Walmart, and Amazon have all scaled back elements of their diversity, equity, and inclusion (DEI) programs. This trend reflects a broader shift in corporate America, where DEI initiatives are increasingly being reassessed and, in some cases, dismantled.

The irony? DEI isn’t just about social responsibility; it’s good business. Research shows that organizations with strong DEI cultures see higher innovation, better performance, and lower turnover. Diverse teams make better decisions 87% of the time, and companies with diverse leadership are 36% more profitable. If DEI were a product delivering that kind of return, executives would double down — not retreat. 

While some high-profile companies have publicly rolled back programs, others are continuing DEI efforts more quietly, scaling down communications in annual reports and public filings.

But silence is not neutral. Scaling back or going quiet sends a message of backtracking and betrayal. While saying less may feel safe, the consequences are real:

• Employee trust suffers. When programs vanish without explanation, employees — particularly those from equity-deserving groups — are left questioning whether the organization ever meant what was said.
• Reputation suffers. Today’s job seekers, especially Gen Z, actively assess whether an employer’s values align with their own. In fact, 56% of Gen Z say they would not accept a job at a company that doesn’t prioritize DEI initiatives. Pullbacks and inconsistent messaging undermine employer brands, making it harder to attract and retain talent.
• Culture weakens. Equity and inclusion aren’t one-time initiatives — they require ongoing reinforcement through leadership, communication, and accountability. Without visible commitment, bias resurfaces and disengagement grows.

Companies scaling back programs rarely intend to abandon fairness or belonging altogether. But without clear and consistent communication, that nuance gets lost. Employees see silence, not strategy.

Instead of retreating into silence, organizations should focus on how they communicate about DEI. This doesn’t mean ignoring legal realities or overpromising — it means building transparent, authentic, and empathetic communication practices. Leaders can:

1. Be transparent. If programs are changing, explain what is shifting, why, and what commitments remain.
2. Model inclusion. Ensure leaders demonstrate through their words and actions that equity and belonging still matter.
3. Create dialogue. Provide space for employees to ask questions and voice concerns, especially in times of change.
4. Reinforce values. Anchor communications in the organization’s core purpose and culture — not politics.

When leaders communicate consistently and authentically, even amid external pressure, they maintain employee trust and protect culture. They also position their organizations as credible and values-driven — exactly the kind of workplaces where top talent wants to stay and grow. Silence, by contrast, creates a vacuum that employees, media, and stakeholders will fill with their own interpretations — often negative ones.

At MacPhie, we help leaders and organizations navigate these moments with confidence. Our DEI communication courses give leaders the tools to talk about inclusion in ways that are clear, authentic, and aligned with business strategy — even in challenging times.