Here’s how we empower multicultural leaders amidst DEI program rollbacks
We’re all feeling it: As DEI programs are being scaled back, budgets are disappearing and corporate commitments to equity and inclusion feel shakier than ever.
I see it. I hear it. I feel it… so deeply. There’s frustration, exhaustion, and very real concern about what this means for career growth, representation, and development opportunities.
In the midst of all this, the core of our mission and the reason for our existence from Day One has not changed: We exist to support and strengthen multicultural women leaders.
Which means… this is not a time to retreat. It’s time to rise.
The opportunity in this moment
YES, the rollback of formal DEI programs is incredibly disappointing, but we’re choosing to reframe it: Instead of a loss, we’re seeing it a wake-up call. An opportunity to step into your talent, take charge of your own leadership development, and build a network that supports and uplifts you.
Corporate initiatives and funding will always ebb and flow, but your growth, your voice, and your impact are yours to own. I sign off every blog post with “lead the way,” and I mean it – my team and I are committed to leading the way by consistently showing up to encourage and equip so many of you who aspire to be better leaders. We’re here to support your leadership journey.
Here’s my hot take on three ways you can take action right now:
1. Invest in your own development
Companies may be pulling back on DEI, but that doesn’t mean you have to put your growth on hold. You can still take advantage of professional development stipends, enroll in leadership courses, and seek out mentorship opportunities.
Ask yourself: What’s one skill or leadership trait I want to develop this year? What’s the first step I can take to learn it and how will I measure success?
Many organizations still offer Learning & Development (L&D) dollars – but you have to request them. Check with HR or your manager to see what’s available and use those funds to invest in workshops, coaching, or training programs (Our Rising Legacy workshops will continue into 2026!).
Along these lines, learning how to advocate for your career will serve you well. Here’s a post I did on this topic →
2. Build your circle of support
Regardless of whether formal mentorship programs and ERGs (Employee Resource Groups) are deprioritized in your organization, you can always create your own community.
Ask yourself: Who are the people – inside and outside my company – who inspire me and push me to grow? How can I connect with them more intentionally?
Find or form a learning community with other professionals who share your values and goals.
Engage in online communities (LinkedIn groups, Slack channels, industry-specific networks) where you can exchange insights and opportunities.
Seek out mentors from your circles. Sometimes, the best guidance comes from leaders outside your immediate workplace.
I did a Power Friday workshop earlier this year on building your circle of support – you can catch the replay here: Building Your Circle of Support
Over the course of your career, you’ll find that your network is your greatest asset, so don’t wait for a company program to build it for you.
COMING SOON
A Slack community for multicultural women leaders
Follow Marisa on Instagram so you don’t miss the launch!
3. Be the leader you wish you had
If your workplace isn’t providing the representation and support you want to see, become that person for someone else.
Ask yourself: How can I use my experiences to support and uplift others?
Speak up in meetings – not just for yourself, but for colleagues whose voices may go unheard.
Advocate for diverse talent. If you’re in a position to recommend hires, promotions, or speakers, use your influence to make space for others whose talent is waiting for an opportunity to shine.
Offer mentorship, even informally. Sometimes, a single conversation or encouragement can change someone’s entire trajectory.
When we lead with generosity, we empower others AND we reinforce our own leadership identity.
My vision for the future of equitable leadership training
Instead of focusing on the loss of corporate DEI, I want to celebrate the emergence of community-powered growth. Here’s what I’m already seeing:
Decentralized growth is the future. With formal programs on the decline, multicultural women are building their own leadership pathways – through a learning community, coaching collectives, Slack groups, independent workshops (like Rising Legacy), and LinkedIn communities.
Power is shifting from top-down to peer-to-peer. The most transformational leadership development is now happening outside the org chart – in living rooms, Zoom calls, and weekend workshops… not boardrooms.
It’s no longer about access – it’s about agency. Instead of waiting for seats at the table, women are building their own tables, networks, and platforms. (YAY!)
Legacy is being redefined. DEI programs may fade, but the rising legacy of multicultural women leading with vision, clarity, and collective strength is growing louder.
Yes, the corporate landscape is changing. Yes, there are challenges ahead. But crisis creates opportunity, and we are not powerless in this moment.
Here’s a challenging stat:
By 2045, the United States is projected to become a majority-minority nation, with people of color outnumbering white individuals. This dramatic demographic shift presents both challenges and opportunities for organizations. Failing to adapt to this changing demographic landscape will not only result in a less inclusive workforce but also limit a company’s ability to attract and retain top talent, understand its diverse customer base and innovate effectively. (Forbes)
While we believe that leadership development for women of color still is a strategic imperative for organizations who want to prepare for the future, at Rising Legacy, we’re not waiting for permission or contracts. We’re forging ahead with equipping women of color with the tools, strategies, and mindset to thrive as leaders – no matter what shifts in corporate policy we see.
I’d love to hear from you: What changes in your organization are you seeing? What would you like to see from Rising Legacy as you rise to build your leadership legacy? Find me on LinkedIn or Instagram (links in footer) and send me a message.
Let’s rise, together.
Lead the way,
