5 Lessons To Guide The Next Generation Of DEI Leaders

Forbes

24-07-2025

Antoine Andrews is the Chief Diversity & Social Impact Officer at SurveyMonkey.
I recently heard something from author John Maxwell that stuck with me: 'A leader knows the way, goes the way, and shows the way. Leadership is an action, not a position.'
As a diversity, equity and inclusion (DEI) leader, I couldn't agree more. We have a unique opportunity to shape the culture we believe in, and that includes lighting the path for those who will cast an even bigger shadow.
With that in mind, I want to share a few lessons with the next generation of DEI leaders to ensure we keep showing up as a consistent presence through any storm. Because the clouds will break, and the impact of the work will matter more than ever.
1. Stay laser-focused on people.
I'm often asked why DEI faces so much pushback, especially as we continue to observe companies and governmental institutions reducing or cutting their diversity programs. However, this question has kept the conversation away from what's most important: people. Our work is fundamentally about talent, opportunity, experience and culture—all of which center around individuals.
Instead of getting caught up in what people think about DEI, let's focus on why it's vital. But don't just present statistics. Humanize the data by connecting it to real employee experiences to illustrate individual impact. Frame every DEI initiative, from recruiting to retention, through the lens of how it genuinely improves lives and opportunities.
Be sure to prioritize employee listening, which could look like scheduling frequent, formal or informal check-ins or conducting feedback surveys. Additionally, empower managers and employees to understand how DEI principles, including psychological safety, directly benefit their development, team cohesion and well-being.
2. Look inward for your true north.
Controversy related to diversity and social issues will inevitably arise. But getting distracted by external noise is a luxury we cannot afford. It pulls valuable time and energy away from established DEI priorities. Hold fast to your missions instead of getting sidetracked by headlines or what other companies are doing.
To strengthen your internal compass, define your nonnegotiables. Work with leadership to clearly articulate your organization's core values and their relation to DEI. When external pressures arise, refer back to these principles. This provides the true north that will anchor your strategy and prevent reactive shifts based on fleeting trends.
3. Contextualize pressing issues with courage.
As a DEI professional, you can bring compelling social issues forward to help other leaders better understand and potentially act upon them. Our conscience doesn't tell us what to do; it makes us revisit what's in front of us until clarity emerges. Be that voice—offering clarity, context and conscience in moments that call for courage.
Share your perspective, taking into account your company's context and your own unique lived expertise. This might look like finding opportunities for employees to share their authentic experiences. Establishing a personal connection to real-world issues helps build empathy and understanding more effectively than data alone.
Before bringing a complex issue to the table, always prepare leadership for nuance. Equip them with discussion points, questions and varied perspectives. Help them understand the "why," potential impacts and how the organization might thoughtfully engage or respond.
4. Ask the tough questions—and listen!
Four in 10 workers (39%) are uncomfortable providing open and honest feedback to HR, according to some of our research at SurveyMonkey. This highlights a critical need to give employees regular opportunities to share how they're experiencing the organization through their respective lenses. Encourage others to pose difficult questions, and have those uncomfortable conversations that lead to growth and understanding. It's okay not to have all the answers right away. Your goal can simply be creating the space needed for collaborative learning and finding solutions together.
Don't underestimate the power of open-ended questions that probe for deeper understanding, like "Tell me more about that experience" or "What could have made that situation better for you?" This uncovers the "why" behind the data.
Crucially, model vulnerability yourself. Show that you're open to difficult feedback, and share moments where you learned from an uncomfortable conversation or changed your perspective. This encourages others to do the same, which fosters a truly feedback-rich culture.
5. Hold leaders accountable.
Your role is heavy, so redistribute the weight. Every organizational leader is responsible for creating an inclusive environment, and when they embrace their role as stewards for DEI, they set expectations. It's crucial to be specific about what DEI-related goals each leader is responsible for and hold them to them.
One way you can do this is by integrating DEI into performance management. Work with executive leadership to incorporate specific, measurable DEI goals into every leader's and manager's objectives. Equip people leaders with the right tools—including training, resources and data—to meet their DEI objectives. Then regularly review these goals to ensure the commitment isn't just aspirational but integrated into operational practice.
Finally, celebrate and publicize both successes and lessons learned. When leaders achieve significant DEI milestones, publicly recognize their efforts to reinforce the work's importance and motivate others. Equally important, openly discuss challenges and lessons learned when goals are not met, fostering continuous improvement.
When rooted in these principles, your leadership as a DEI professional won't just shift perceptions. It will drive tangible, lasting impact and create workplaces where everyone can thrive.
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