Widespread Resistance To DEI

There can’t be diversity without neurodiversity. Diversity of thought can make or break a team at work. We need diversity of thought in order to thrive as professionals and as a society. Companies like Target, Amazon, and Google are rolling back DEI programs, which means the importance of neurodiversity is no longer being spoken about at many prominent companies.

Workplace Discrimination

Revealing that you are neurodivergent can be a risk when it comes to the workplace. Some colleagues may respond with discrimination or bullying. The fear of dealing with workplace discrimination keeps many neurodivergent people from revealing their diagnoses, also known as masking. Remember that neurodiversity was a hot topic just a few years ago, but with recent changes in the country’s leadership, who knows what will happen to discussions surrounding neurodiversity in the workplace.

Stigma Results In Masking

I believe that stigma plays a major role in why neurodiversity is under attack. So many disorders are made light of and misunderstood. I urge readers to consider whether they expect colleagues to mask their neurodivergence. Do you allow space for conversations about neurodiversity at work? Do you encourage diversity of thought or simply remain quiet when it comes time to defend DEI? These are questions working professionals should be asking themselves, especially those who work at companies that have scaled back on or ended DEI initiatives.

Conclusion

Neurodivergent people deserve to be seen and heard in the workplace. But with recent pushback against DEI, it feels as though neurodiversity has been put to the wayside. I urge readers to continue advocating for neurodiversity and to refuse to be silenced. Keep speaking out, keep posting, and keep joining communities of neurodivergent people. Neurodiversity is not going away, and it’s time for it to be celebrated everywhere.

FAQs

Q: What can I do to support neurodivergent individuals in the workplace?
A: Encourage open conversations about neurodiversity, provide a safe and inclusive environment, and advocate for DEI initiatives.

Q: Why is neurodiversity important in the workplace?
A: Neurodiversity brings diversity of thought, which is essential for innovation and success. It also helps to create a more inclusive and accepting work environment.

Q: How can I, as an individual, make a difference in promoting neurodiversity?
A: By speaking out, sharing your own experiences, and advocating for DEI initiatives, you can make a significant impact.

The recent spate of boycotts against major U.S. retailers is giving brands cause for concern

Ever since President Donald Trump announced plans to gut federal diversity, equity and inclusion programs within a mere couple of days of taking office, corporate America has been plunged into a state of chaos and uncertainty.

The Subsequent Phase

The subsequent phase has seen a level of grassroots organization led by consumer activist group the People’s Union which called for a spending freeze on major retailers on February 28. Though the organization’s grievances stretch beyond a pure protest against the burgeoning DEI backlash and include serious concerns about the nation’s engulfment by rampant consumerism underpinned by what it views as cynical and aggressive corporate marketing campaigns, there is no doubt that the movement has been turbocharged by the DEI backlash. The same is true of an affiliate 40-day protest directed against Target that was organized by black faith leaders and activists who accuse the company of making a shameless volte-face on DEI, having been one of the first to vociferously uphold its principles in the wake of the slaying of George Floyd almost 5 years ago. This past month has seen individual week-long boycotts of Amazon and Nestle, with a further boycott of Walmart planned for April 7 through to April 13.

A Confusing Picture

Yet, the quandaries facing major U.S. brands today go beyond just being able to accurately read consumer attitudes. There is a somewhat murky legal dimension too.

Beyond Borders

Amidst the clamor of what is ultimately a highly U.S.-centric debate, there is another key dimension at play too. Many large corporations, whether they are resiling from or redoubling on DEI, tend to be multinational corporations. Simply transposing the Trumpian view of DEI across multiple jurisdictions may not wash in practice.

Conclusion

With that in mind, it might just be that, rather than peering too far ahead and second guessing a medium to long term future that seems volatile and full of uncertainty, perhaps the best thing responsible brands can do is to work out precisely what calm and reflective strategizing looks like in the here and now.

FAQs

Q: What is the People’s Union?
A: The People’s Union is a consumer activist group that has been leading the charge against major U.S. retailers.

Q: What is the purpose of the boycotts?
A: The boycotts are intended to protest against the growing trend of DEI backtracking by major U.S. retailers.

Q: What is the legal situation surrounding DEI?
A: The legal situation surrounding DEI is complex and evolving, with various states and the Department of Justice taking different stances on the issue.

In Season 3 of HBO Max’s cultural hit The White Lotus, three women—each seemingly “living the dream”—reveal a more complex reality beneath the surface. A glamorous TV star (portrayed by White Lotus newcomer Leslie Bibb), a seemingly perfect housewife, and a high-achieving corporate lawyer all grapple with the hidden pressures of “having it all.”

As their stories unfold, the show exposes a painful truth: traditional definitions of success are not only outdated—they’re unattainable. What’s more, women often judge one another harshly while wrestling with their own internal doubts, creating a cycle of comparison and burnout.

The age-old pursuit of work-life balance becomes another trap. It’s time to rethink the language—and the expectations.

Why Work-Life Balance Fails Working Women

The numbers tell a sobering story. Research continues to show women are burning out at higher rates than men, yet the outdated narrative of “balance” continues to persist.

The term implies equal distribution of energy across work, family, and personal time—something rarely possible, especially for women, who often carry the majority of caregiving responsibilities. In the workplace, women are 48% more likely to volunteer for “non-promotable” tasks—essential to company operations but rarely rewarded in career advancement.

As a result, many women find themselves stretched too thin, constantly navigating an unsustainable juggle of duties both at home and in the office.

The Generational Pressure to Perform

Lybra Clemons, a C-suite tech executive, offers a personal reflection: “Generation X grew up thinking success was tied to constant motion. You had to be busy—working, socializing, striving. It felt like success only mattered if it was chaotic and borderline unattainable.”

This mindset, she adds, left little room for stillness, clarity, or genuine fulfillment.

The Longevity Factor

Susan Alexander, retired CHRO of Sotheby’s, raises another point: “Young people today will easily live to 100. Instead of cramming everything into a 30- or 40-year career, what does ‘having it all’ look like over a 100-year lifetime?”

This longer view shifts the question entirely. It’s not about having everything at once—it’s about having what matters, when it matters most.

Introducing a New Framework: Work-Life Rhythm

Rather than striving for impossible balance, a more sustainable approach is to embrace work-life rhythm—an adaptable, fluid mindset that recognizes priorities will shift depending on the season of life.

Defining Success on Your Own Terms

Alicia Hare, CEO of Tournesol, believes in redefining success from within. “No company will define it for us—it’s deeply personal,” she says. “You have to ask: What does ‘having it all’ look like for me right now?”

Work-life rhythm encourages this flexibility. Instead of a rigid structure, it honors the changing needs of individuals at different career and life stages.

Rethinking Workplace Support

Companies also need to evolve. As of 2021, unpaid care work contributes over $600 billion annually to the U.S. economy—much of it provided by women. Yet most workplaces fail to accommodate the realities of caregivers.

Alexander reflects on her conversations with working mothers: “I expected them to ask for things like onsite childcare. Instead, each had their own ‘crazy quilt’ of support systems. They didn’t want a one-size-fits-all solution. They needed flexibility.”

That might look like access to caregiving services, sabbaticals, or project-based scheduling. The key is customization.

Rhythm Requires Collaboration

Hare underscores that achieving this rhythm is a two-way conversation. “Women have to say, ‘This is what I need,’ and sometimes the company has to say, ‘This is what we need.’” It’s about finding shared ground and honoring what works best—together.

Making It Work: Practical Steps Toward Fulfillment

Build a Strong Support Network

Community is essential to sustaining your rhythm. “Women need spaces to share real stories—not through the lens of what society expects, but through ‘how are you making it work?’” says Hare.

That might mean joining peer groups, alumni circles, or professional associations. The right support system offers encouragement, insight, and connection across life stages.

Redefine What Success Feels Like

Traditional metrics—titles, bonuses, promotions—don’t fully capture fulfillment. Clemons shares her new approach: “Success now means creating an environment where I feel peace and freedom. It’s about having choices.”

What success looks like can change: early in your career, it might mean saying yes to growth opportunities. Later, it might mean turning down evening events in favor of time with family. Still later, it could mean pausing your career to focus on mental health or caregiving.

Instead of asking, “Can I have it all?” ask, “What do I need most right now?”

Prioritize Health: Your Greatest Asset

Without health, no version of success is sustainable.

Alexander reflects: “We didn’t think about health in our 20s and 30s. But if I want to play with my grandkids at 80, what am I doing now to make sure I can?”

That might mean incorporating short walks, breathing exercises, or wellness apps into your routine. Many companies also offer benefits like mental health resources, gym reimbursements, or flexible schedules—use them intentionally. These are not luxuries. They’re investments in your long-term success.

Conclusion: Embrace the Rhythm

The White Lotus characters peel back the glossy façade of “having it all” to reveal something many women already know: it’s a myth. Fulfillment doesn’t come from squeezing everything into one moment. It comes from aligning with your values, responding to life’s changing rhythms, and defining success on your terms.

Let go of the unrealistic balance. Embrace the rhythm—and live your version of success, one season at a time.

Frequently Asked Questions

What is work-life rhythm?

Work-life rhythm is an approach that acknowledges the natural ebb and flow of life. Instead of trying to evenly divide time between work and personal life, it encourages adapting priorities based on life’s current demands and goals.

Why is work-life balance considered a myth?

Work-life balance assumes that all areas of life can receive equal attention simultaneously. For many women, especially those with caregiving responsibilities, this isn’t realistic and often leads to burnout.

How can I start creating a work-life rhythm?

Start by identifying your current priorities and defining what success looks like in this season. Communicate openly with your employer or team, and use resources and support systems that align with your needs.

What workplace benefits support work-life rhythm?

Flexible schedules, sabbaticals, mental health resources, caregiving support, and wellness programs all help create an environment that honors work-life rhythm.

Can I still be successful if I step back from work?

Absolutely. Success is not a linear race—it’s a personal journey. Stepping back can be a strategic choice to align with your long-term goals and well-being.