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.

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White Lotus Star, Leslie Bibb -Photo by Emma McIntyre/Getty Images

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In Season 3 of HBO Max’s cultural phenomenon The White Lotus, three women appear to embody the ideal of “having it all”—a married celebrity television star, a perfect housewife and an ambitious corporate lawyer. But as the story unfolds, the illusion quickly shatters, revealing a deeper truth as they each search for more: success, as it’s been sold to women for decades, often feels like an exhausting, impossible pursuit. The White Lotus also exposes another trap: women judging each other’s choices while feeling stifled by their own.

Perhaps it’s time for “work-life balance” and “having it all” to officially join the ranks of retired three-word phrases—because they don’t actually work. For anyone.

Instead of striving for an impossible equilibrium, shifting toward work-life rhythm—one that adapts to different seasons of life—might be a more realistic path that restores meaningful well-being for driven women.

The Reality: Work-Life Balance Fails Working Women

The data can’t be ignored. Despite research showing that women are burning out at higher rates than men, the myth of work-life balance persists in the collective consciousness. The dictionary definition assumes professional ambition, personal well-being and caregiving can be neatly divided into equal parts, as if life magically operates on a perfect scale. In reality, women typically shoulder a disproportionate share of caregiving responsibilities, and in the workplace, they’re also 48% more likely to volunteer for non-promotable tasks—work crucial to an organization’s success but rarely helpful for climbing the corporate ladder. Rather than achieving balance, managing these competing demands often results in women feeling overextended both personally and professionally.

Vintage illustration of a housewife (Photo by GraphicaArtis/Getty Images)

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As Lybra Clemons, a C-suite tech executive, explains in a Zoom interview, previous generations were sold an externally validated definition of success. “Generation X grew up thinking…you had to be in constant motion—you have the busy job, you’re meeting your friends, it’s the Sex and the City life…It was just a tornado of external things validating who I thought I was supposed to be. In order to feel wildly successful, everything had to be chaotic and unattainable. If not, it didn’t feel like there was a risk worth having.”

Clemons’ story underscores a larger problem: work-life balance is both unrealistic and outdated. It also fails to consider how longevity is reshaping the equation for careerspan. In a separate Zoom interview, Susan Alexander, retired CHRO of Sotheby’s notes that, “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?”

A New Framework: Work-Life Rhythm

In contrast to work-life balance, work-life rhythm offers an adaptable framework that acknowledges the inevitability of priority shifts across different life stages.

In an email, Alicia Hare, CEO of Tournesol, outlines the importance of self-definition. “What does ‘having it all’ look like for me right now? No company is going to define that for us—it’s deeply personal,” she explains.

Companies also have an opportunity to rethink structures to best support productivity. Despite contributing an estimated $600 billion in unpaid care work annually across the workforce as of 2021, caregivers, who are typically women, often find organizational policies misaligned with their needs.

Alexander recalls asking young women navigating the seesaw of work and parenthood how the company could better support them. “I expected big-picture ideas like childcare support. Instead, every single person had created their own ‘crazy quilt’ of services that worked uniquely for them,” she says. “They didn’t need broad, one-size-fits-all solutions—they needed flexibility.” This might include dedicated caregiving assistance rather than just paid leave, or offering sabbatical opportunities.

The key is designing your work-life rhythm to align with the season you’re immersed in, rather than forcing an artificial balance that doesn’t truly exist. As Hare suggests, “Women have to say, ‘This is what I need,’ and sometimes the company needs to say, ‘This is what we need.’” Each party must assess what works best overall.

Making It Work

Life is a series of shifting priorities—here are practical ways to create fulfillment at every stage.

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Start by being intentional about building community. Social connection is critical for life satisfaction. The right community doesn’t just support you—it challenges you to ask the right questions. As Hare says, “Women need spaces to share real stories, not through the lens of ‘what society expects’ but through ‘how are you making it work?’ There are a million ways to have it all.”

To build meaningful connections that evolve with different life stages, consider cultivating peer network groups to connect with women navigating similar challenges, and stay engaged with community-based networks, such as alumni and affinity groups, that offer long-term, intergenerational contacts beyond the workplace.

Redefine Success: Feel It, Don’t Just Measure

The old definition of success involved titles, milestones, and accolades. The new definition? A deep sense of alignment. Clemons is passionate about intentionally redefining success for herself. “Now, it means creating an environment where I feel at peace, where I have choices,” she explains. Success is about having what matters most to you at any given moment.

At different life stages, those priorities shift. Early in a career, success might mean saying yes to every opportunity, capitalizing on momentum or chasing a promotion. Later, it could mean prioritizing family—recognizing that getting home for bath time matters more than networking at a client dinner. And sometimes, it’s about personal well-being, like stepping back to focus on health or mental clarity. An accountant likely isn’t striving for balance in April, just as a new parent might not be optimizing for career growth in the newborn phase. Instead of asking, “Can I have it all?” ask, “What do I need most right now?”

Prioritize Health: It’s Your Most Lasting Asset

We’ve all heard the axiom “health is wealth.” If your body doesn’t hold up, neither will your ambitions. Health isn’t just about feeling good today—it’s about protecting your ability to engage fully with each season of life.

“In my generation, we didn’t think about health in our 20s or 30s,” says Alexander. “But if I want to play with my grandkids or lift my suitcase into the overhead bin at 80, what am I doing now to make sure I can?”

Whether it’s turning a call into a walking meeting or pausing for mindful breathing, small actions add up. In addition, truly harness flexible benefits that may be available at your organization. These may include corporate wellness platforms like WellHub that offer a suite of well-being activities, actually using reimbursement dollars if provided or taking full advantage of EAPs that offer caregiving and mental health services. These resources aren’t just perks—they’re investments in long-term well-being.

Takeaway: Embracing Your Rhythm

Just as the White Lotus characters discover the illusion of “having it all,” we must also recognize and reject the myth of work-life balance. True fulfillment isn’t about having everything at once, but about taking a long-term approach—defining success in personally meaningful ways and adapting to life’s seasons and shifting priorities. The key is embracing our own rhythms.

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