In recent weeks, many of you have approached me to get my thoughts on the current landscape in the US. Recent changes in DEI policies at major tech companies like Google, Meta, and Apple—coupled with broader shifts in the political environment—have understandably sparked uncertainty in many of you.

You're wondering how to stay positive in the current environment. You're wondering what this means for women in leadership and my mission to close the gender gap.

And that's exactly what I'm going to tackle for you today.

Let's dive in…

The current landscape

First, I want to be 100% honest. It’s true that rolling back formal DEI programs could slow the pace of change. Structured programs have provided opportunities for mentorship, visibility, and advancement–without them, the systematic push for more women to reach VP levels and beyond might face new challenges.

Despite this, the business case for diversity remains as strong as ever. Numerous studies have shown that diverse teams drive better innovation and decision-making. This means that even if formal programs are reduced or eliminated, companies will still be motivated to take advantage of the benefits of diverse leadership.

The ones who don't will fall behind.

Were DEI initiatives enough?

It’s worth noting that even before these rollbacks, the promise of DEI sometimes fell short of transforming long-standing cultural barriers. Despite DEI programs, women have still faced bias and microaggressions.

While many organizations embraced DEI in their public messaging, the pace of change in closing the gender gap in leadership has been gradual at best. The Women in the Workplace report that Lean-In and McKinsey release each year has been a harsh reminder that we still have work to do.

This suggests that while formal initiatives were beneficial, they were only one piece of a much larger puzzle. Or to put it more bluntly, let's face it: these DEI initiatives were often far from successful.

The companies who have always valued diversity will continue to value diversity. Those who don't are the ones who are so quick to kill these programs.

What does the future hold?

In times like this, the challenge—and opportunity—is to lean into alternative approaches:

  • Self-advocacy and mentorship: With fewer institutional programs, there’s a growing onus on building personal networks and taking ownership. Seek out mentors, sponsors, and peer groups that can champion your growth. Find a coach or program (like mine) that can give you the edge you need to get to that next level.
  • Grassroots initiatives: Many women are already coming together through informal networks and community-driven efforts to share resources and advocate for change.
  • Adapting and innovating: The underlying drive for company excellence and innovation remains. Companies who want to remain competitive will continue to evolve, finding creative ways to nurture diverse talent—even if it isn’t under the traditional DEI banner.

A call to action

This is exactly why ​programs like the one I offer exist​. When external support shifts, the best way to continue your upward trajectory is to invest in yourself. My goal is to ensure the women I work with are so ready, they can get a seat at the table regardless of DEI initiatives.

By joining a program designed to empower women leaders, you’re not only building your own skillset and network—you’re contributing to a broader movement to reshape how leadership is cultivated in our industries.

While these times may seem uncertain, they also offer a unique opportunity. It’s a chance to redefine what leadership development looks like and to take personal control of our career paths. I’m here to support you every step of the way as we navigate these changes together.

Until next time friends… ✌️💜

Katy

P.S. Doors are open for the next cohort of Own Your Seat at the Table, and you can save $1,000 until March 15th! ​Learn more here​ or book a call to get your questions answered.