Despite the political backlash against DEI initiatives, the need for inclusive teams is more pressing than ever. Companies that overlook diversity risk missing out on top talent, innovative ideas, and the ability to connect with an increasingly diverse customer base. Across race, gender, generation, income level, and geography, consumers are seeking products and services that reflect their values and lived experiences. Inclusive brands don’t just gain loyalty; they grow market share. We’ve seen this work across industries with both positive and negative outcomes: Costco’s recommitment to DEI policies has won them increased customer loyalty and brand favorability. Nike’s new shift to align with Kim Kardashian for their women’s primer product rather than an elite woman athlete reveals a new strategy and gambles that the trend in hyper-feminism aspiration is more representative of their current female customer base. Fenty Beauty’s wide shade range didn’t just disrupt the cosmetics industry—it redefined what it means to see yourself represented. Target’s decision to withdraw from venture diversity programs is directly impacting its bottom line and customer loyalty. If we can’t use the language of DEI, we must reframe the strategy. Here’s how businesses can continue building diverse, high-performing teams without triggering political backlash: Culture Strategy or Team Optimization: Focus on the measurable business benefits of inclusive culture: reduced turnover, higher engagement, stronger innovation. Customer-Centric Hiring: Align workforce representation with the demographics of your customer base. Inclusive Processes: Embed inclusive principles into hiring, onboarding, promotion, and vendor selection without labeling them as DEI. Manager Effectiveness: Train leaders in inclusive behaviors under the umbrella of leadership development and strategic agility. Outcome-Based Metrics: Track business outcomes like performance, retention, and collaboration quality instead of identity-based quotas.