How Ending DEI Programs Affects Mental Health

Diversity, Equity, and Inclusion (DEI) programs have become a beacon of progress in workplaces worldwide. By addressing systemic issues such as racism, ableism, and other biases, these initiatives have created environments that promote inclusion and support mental well-being for marginalized communities. However, with some organizations choosing to scale back or end their DEI efforts, it’s crucial to ask: What will this mean for workplace well-being, particularly for people of color and individuals with disabilities? And how might it impact the mental health of employees overall?

Goals give us direction, purpose, and intention. Without them, it’s easy to feel stagnant or unfulfilled. Whether your goal is to improve your mental health, develop new skills, or create healthier habits, having a goal can help you focus your energy, measure progress, and celebrate your achievements. 

But not all goals are created equal. Setting vague or unrealistic goals can leave you feeling stuck or discouraged. Instead, the key is to create structured and realistic goals that are achievable over time. 

The History of DEI Programs

DEI programs emerged as a response to long-standing inequities in society and workplaces. Following the civil rights movements of the 20th century, organizations began exploring ways to foster equity and diversity. Over the decades, DEI efforts have evolved to include policies such as training on implicit bias, equity in hiring practices, employee resource groups (ERGs), and accessibility measures for individuals with disabilities. These initiatives are built on the foundation of ensuring that workplaces are spaces where everyone, regardless of their identity, can thrive.

By promoting diversity and inclusion, these programs have not only helped individuals feel seen and valued but have also created a sense of community within the workplace. Research shows that diverse teams are more innovative and productive, underscoring that DEI initiatives benefit both employees and organizations as a whole.

The Mental Health Impacts of Ending DEI Programs

Ending DEI programs may have devastating effects on the mental health of employees, particularly those from marginalized communities.

Internalized Racism and Mental Health

Internalized racism refers to when individuals of color internalize negative societal stereotypes about their racial or ethnic group. For example, someone might unconsciously adopt the belief that their cultural heritage makes them less capable or worthy.

DEI programs help counteract internalized racism by creating spaces where diverse identities are celebrated and where these harmful narratives are challenged. Trainings, mentorship programs, and affinity groups provide tools for employees of color to recognize and combat internalized stereotypes. Without such programs, individuals may face increased feelings of isolation, self-doubt, and inadequacy, all of which impact mental health profoundly.

Workplace Well-being at Risk

DEI programs are essential to fostering workplace well-being. By promoting inclusion, they contribute to an environment where people feel respected, safe, and empowered to be their authentic selves. When these programs are removed, it can signal to marginalized groups that their voices and experiences are no longer valued. This can exacerbate feelings of exclusion and anxiety, while also contributing to workplace burnout.

For employees with disabilities, the removal of DEI efforts often means losing essential accessibility measures or advocacy for accommodations. This places an additional emotional and logistical burden on an already vulnerable group, further compromising their mental well-being.

Loss of Self-esteem and Support

DEI programs are designed to empower individuals. Imagine the psychological impact of knowing that your workplace prioritizes equity and is actively working to reduce bias. Now imagine losing that level of reassurance. DEI programs directly affect self-esteem by affirming employees' value and contributions, regardless of their identity or background.

When these initiatives vanish, marginalized employees may experience a drop in morale and confidence, as well as increased stress from working in potentially biased systems that lack accountability.Tips for Efficient Goal Setting 

Once you’ve decided to create a resolution or goal, here are a few tips to keep in mind to stay on track and motivated. 

1. Start Small

Making ambitious goals is exciting, but starting small increases your chances of success. For example, if you’ve never meditated before, don’t set a goal to meditate for 30 minutes every day. Instead, aim for 5 minutes a day and gradually build up over time. 

2. Write It Down

Studies show that writing down your goals helps solidify your commitment. Use a journal, goal tracker, or planner to document your resolutions and check in with your progress regularly. A SMART goal template can provide a structured way to organize your thoughts and stay focused. 

3. Celebrate Small Wins

Acknowledging your progress is critical to staying motivated. Celebrate small victories, like going on three walks this week or choosing a healthier snack. Positive reinforcement can help keep you motivated toward your larger goal. 

4. Stay Flexible

Life happens, and sometimes you’ll need to adjust your goals. This doesn’t mean you failed—it means you’re adaptable. For instance, if your work schedule changes, you might need to adjust your gym days, but that’s okay! 

How Racism and a Lack of DEI Impact Mental Health 

Racism, whether overt or systemic, is a proven trigger for adverse mental health outcomes. Experiencing discrimination at work can lead to chronic stress, depression, and anxiety. DEI programs address these harms by promoting awareness, providing resources to affected individuals, and advocating for fairness in workplace policies.

The absence of DEI programs can exacerbate systemic inequalities, making it harder for people of color and employees with disabilities to grow professionally. It also places additional emotional and cognitive burdens on employees, who must cope with discrimination while striving to demonstrate their worth in environments that may not prioritize equity.

DEI Programs Promote Inclusion and Support Marginalized Groups

DEI is more than just a trendy buzzword; it’s an essential strategy for building respectful workplaces and supporting employee mental health. Some key ways DEI programs improve workplace environments include:

• Fostering diversity: By hiring from different demographics and backgrounds, DEI programs create teams where innovation thrives. Employees feel empowered when they see themselves represented in leadership positions or within their teams.

• Encouraging inclusion: DEI efforts support the creation of policies and cultural practices that welcome participation and values everyone equally.

• Building self-esteem: Training sessions, mentorship, and education initiatives help marginalized employees recognize their own value and establish career confidence.

• Providing resources and advocacy: Programs often include ERGs, wellness initiatives, or accessibility plans to prioritize and address the needs of underrepresented groups.

These initiatives help dismantle harmful biases and contribute to healthier workplaces by ensuring everyone has access to both opportunities and support.

What Happens When DEI Programs Are Removed?

The removal of DEI initiatives doesn’t just halt progress; it actively rolls back the gains that have been made. Key consequences include:

• Greater Emotional Burden: Without DEI resources, marginalized groups may be left to advocate for themselves in environments where systemic inequalities persist. This increases burnout and adds emotional labor to employees already striving to succeed.

• Decreased Workplace Morale: Employees may feel demotivated or disengaged, knowing that their organization no longer prioritizes equity or inclusion.

• Widening Gaps in Opportunity: Without structured DEI programs, barriers to leadership or career advancement for marginalized groups may become harder to break.

For those in the workplace, the ripple effects will be felt across teams, not just individuals. A reduction in DEI efforts can harm organizational culture, productivity, and even a company’s public reputation.

Final Thoughts

DEI programs are a critical backbone for equity, inclusion, and mental well-being within organizations. Their removal doesn’t just impact workplace culture but also has significant consequences for mental health, particularly for people of color, individuals with disabilities, and other marginalized groups.

Advocates, HR professionals, and organizational leaders must continue to prioritize these values to support employees and communities alike. Without these efforts, the progress made toward fairness, equity, and inclusion risks being undone.

If your organization is considering scaling back its DEI efforts, now is the time to assess the broader implications. Together, we can ensure that workplaces remain spaces of belonging, growth, and respect for everyone. If you have been affected by recent changes to DEI and are struggling with feelings of worthlessness, hurt, and betrayal, please reach out. One of our qualified mental health professionals is here and ready to help.