On his first day back in office, President Donald Trump signed an executive order titled “Ending Radical and Wasteful Government DEI Programs and Preferencing.” Just reading those words broke my heart. Framing diversity, equity and inclusion (DEI) principles built on fairness and opportunities as “radical” and “wasteful” dismisses the very real challenges that marginalized groups continue to face.

Over the course of that week, major corporations like Target and Walmart followed suit, quietly walking back their once-celebrated commitments to DEI, while other companies like Costco and Delta Airlines are upholding their DEI initiatives. These contrasting actions highlight a divided corporate landscape, with some companies retreating and others standing firm in their commitment to equity.

What We Can Learn From “Hidden Figures”

DEI isn’t about handouts; it’s about creating environments where brilliance is recognized and barriers are dismantled. This rollback of progress reminds me of the book, which has been adapted for film, “Hidden Figures” by Margot Lee Shetterly. Brilliant minds like Katherine Johnson, Dorothy Vaughan and Mary Jackson faced systemic barriers that nearly erased their contributions — barriers that today’s DEI programs are designed to prevent. But the film also highlights a more profound reality: Even within struggles for gender equality, a racial hierarchy existed. White women, while also fighting for workplace rights, still held more proximity to power than Black women. Dorothy Vaughan’s story exemplifies this disparity. She was forced to train her white counterparts in programming but was denied the same title and pay.

This story hits close to home because I’ve seen these dynamics play out in my own life. My mother, who worked for over 40 years at the same company, once confronted her employer after 20 years of service for being overlooked for promotions that went to less-qualified colleagues. Despite consistently outperforming expectations, she had to prove her worth in ways her peers did not. After speaking up about the discrimination, she was finally given an opportunity — but only after enduring years of being passed over.

Watching her strength and courage taught me that advocacy isn’t just about surviving: It’s about making space for others to thrive. Like my mother, I’ve experienced moments where my qualifications were questioned before I even spoke. I’ve seen my ideas dismissed, only to be celebrated when repeated by someone else.

Today’s Workplace: The Reality of Bias

The divide shown in “Hidden Figures” is not just a history lesson: It reflects how these same barriers persist today. Black women continue to be overlooked in leadership, and their labor is often unrecognized or undervalued. Highlighting this disparity, a McKinsey & Company study found that Black women are promoted at lower rates than any other demographic, often due to implicit biases and lack of sponsorship within leadership structures.

Black women in the workplace face unique challenges that go beyond underrepresentation in leadership. The need to code switch and adjust speech, behavior, and appearance to fit dominant workplace norms is a survival tactic many adopt to navigate workplace biases.

Studies show that Black women often feel pressure to modify their natural hairstyles, tone down assertiveness or adopt mannerisms that make white colleagues feel more comfortable. Stereotypes like the “angry Black woman” trope make it even harder. Black women constantly have to walk a tightrope — too assertive, and we’re labeled aggressive; too reserved and we’re seen as lacking leadership potential. This balancing act isn’t just frustrating; it’s exhausting. Many of us carry the emotional weight of always having to adjust, just to be taken seriously.

Adding to these challenges, wage disparities persist as a significant barrier for Black women in the workplace. According to the Institute for Women’s Policy Research (IWPR), Black women earn less than white men in every state. At the current rate of progress, they will not reach pay equity until 2144. This staggering statistic highlights how deeply embedded economic inequities continue to affect Black women’s career trajectories. Pay inequity doesn’t just impact individual earnings — it limits generational wealth, economic mobility and overall career growth.

DEI in Action: An Example

One of the best DEI initiatives I have ever seen in any workplace was at Genesys. As part of their yearly mandatory training, they openly discussed how the impact of slavery is still felt today — how white people have generational wealth due to systems that historically profited from Black labor, including redlining and ongoing pay disparities.

This was not just a check-the-box exercise but a global initiative reaching over 6,000 employees. Knowledge is everything, and I sincerely appreciate that level of commitment to truth and education. Genesys was also the first job in my career where I could genuinely bring my authentic self to work. I felt seen. That’s the power of real DEI — when people don’t just tolerate differences but create an environment where everyone can thrive. Despite external pressures, the company continues implementing programs to foster an inclusive workplace and support underrepresented communities.

L&D’s Role in Driving Equity

Learning and development (L&D) professionals are uniquely positioned to challenge these trends. Our work is fundamentally about growth — empowering individuals and teams to reach their full potential. But without equity, growth is stunted. People with talent are overlooked, resources are disproportionately distributed, and innovation is stifled. When individuals feel seen and valued, not only do they thrive, but the entire team benefits from their talent. Inclusion isn’t just a moral imperative; it’s a practical one.

However, creating equity requires more than good intentions; it requires systemic action – from addressing bias in leadership development to designing training programs that are truly accessible to everyone.

Here are a few ways L&D can drive equity in the workplace:

• Promote sponsorship over mentorship: Mentorship provides guidance, but sponsorship actively opens doors by advocating for underrepresented employees in decision-making spaces. Leaders should intentionally sponsor employees by assigning them to high-visibility projects and ensuring their contributions are acknowledged at leadership levels.
• Create psychologically safe training environments: L&D professionals should create spaces where employees feel safe expressing their authentic selves without fear of retaliation. This can be done through anonymous feedback mechanisms, clear inclusion policies, and facilitator-led discussions on bias and inclusion.
• Evaluate promotion standards: Companies can promote fairness in leadership by using diverse selection panels and structured promotion evaluation criteria. These bias interrupters help ensure equitable career advancement.

Moving Forward

During Black History Month especially, this is a moment to reflect on the contributions and resilience of Black professionals like Claudia L. Gordon, Mae Jemison, Bayard Rustin —and my mother, whose bravery taught me the importance of standing up, even when it’s uncomfortable. It’s also a moment to recommit to ensuring that the barriers they faced are not perpetuated in today’s workplaces.

Equity isn’t about handouts. It’s about removing the obstacles that make it impossible for people to succeed. It’s about showing up authentically, advocating for change, and thriving without shrinking. Our job is to ensure that no one is left behind, that no one’s contributions are dismissed because of their identity, and that everyone has a fair chance of succeeding.

DEI still matters, and it always will.