Attacks on diversity, equity and inclusion (DEI) initiatives are often framed as political disagreements. According to organizational strategist and inclusion expert Geraldine White, what’s really under attack is the nation’s collective humanity and its economic future. “It’s not just a political stance,” she emphasizes. “It’s a question of organizational integrity and economic foresight.”
White draws a parallel between today’s DEI rollbacks and failed economic theories of the past. “Just as trickle-down economics is often viewed as a cautionary tale in economic theory, the dismantling of DEI programs is a cautionary tale in organizational health,” she says. “It doesn’t benefit people equitably at all. Instead, it creates inequities and a less resilient organization.”
As companies rush to dismantle DEI programs, White says they are making a short-sighted tradeoff. Removing these frameworks may appease certain interest groups today, but it “backloads risk” into the future by weakening workforce stability, limiting innovation, and eroding community well-being. Exclusion creates homogeneity. Homogeneity creates inequity. While inequity creates long-term economic decline and what organizations forget is that the absence of inclusion always shows up financially in revenue, in reputation, and in shareholder confidence. White explains further, “Signing up for that path is detrimental not just to organizations, but to the larger economy. Defaulting of homogeneity, inequity, and exclusion doesn’t just limit human potential, it actually hurts our economic future.”
White’s analysis goes far beyond corporate culture. She warns that what happens inside organizations reverberates into the neighborhoods they serve. “What happens in the world shows up in the workplace and what happens in the workplace inevitably shows up in our communities,” she notes.
The rollbacks on DEI mirror a broader pattern: shrinking civil liberties, reduced access to federal support systems, and renewed attacks on human rights. “These decisions are interconnected,” White states. “The consequences ripple far beyond the workplace.”
When employees feel unseen, undervalued, or unsafe, workplace morale and productivity decline. And when layoffs disproportionately impact the very people who often carry cultural intelligence and psychological safety, the damage compounds. Organizations lose critical talent, institutional memory, and the leadership pipeline that drives innovation and growth.
When communities absorb the fallout, families, schools, and local economies are destabilized. These layoffs do more than reduce household income, they reduce generational wealth, community mobility, and long-term stability. The effects, White says, are already visible.
The U.S. retreat from inclusion comes at a time when international markets are proving the opposite. “There’s a global case study unfolding right now,” White shares. “Organizations that stay committed to inclusion are consistently reporting the strongest financial performance. This isn’t theoretical. It’s happening quarter after quarter. Businesses that choose exclusion, she argues, are positioning themselves on the wrong side of economic history.
In response to shrinking corporate commitments and implications to the talent within, White believes the moment is urgent. “With each misstep not countered, rebuilding becomes significantly harder,” she warns. However, she also sees opportunity for recalibration. “We need to push past the politics and acknowledge the long-term socioeconomic consequences communities will feel if we don’t intervene.”
White sees this moment as a turning point. “We need to reclaim the narrative and recalibrate action,” she urges. “The stakes couldn’t be higher.” For her, the path forward is clear: understand the full system, acknowledge the intertwined consequences, and make choices that strengthen versus weaken the communities we need. Her hope is that her company, Identify and Impact, can help organizations reclaim the narrative and take informed action. “The cost of dismantling inclusion isn’t theoretical,” White says. “Communities are already paying it.”
White launched IDENTITY & IMPACT, a consulting practice grounded in systems thinking. Her approach spans individual identity work, team dynamics, organizational structures, and enterprise-wide strategy. You can find her on LinkedIn or her website.
Amazing article. Geraldine White is a phenomenal human being and the work she does is incredible. She represents all communities and fights for them with everything she has and more. While others are scared and worried about politics, she is reaching out in a time where countless people need help.