So, Now What? Resetting Expectations and DEI in the Real World

Back in 2020, after George Floyd’s murder and a global reckoning with systemic injustice, many companies sprang into action. Statements were issued. DEI committees were formed. Webinars were hosted. HR teams scrambled to update policies. For a brief moment, it felt like change was finally in motion.

But here we are—over two years later—and the question many leaders, employees, and even DEI professionals are asking is: “Now what?”

The spark that lit up boardrooms in 2020 has, in many places, dimmed. Not because the work is done, but because it got hard, messy, and uncertain. The truth is, DEI is not a campaign. It’s not a checklist. It’s not a PR move. It’s long-term, systemic work. And it’s no surprise that many organizations are feeling stuck.

In this episode of What’s the DEIL?, Natalie and Shanté return with a grounded and necessary conversation on how to pause, reset, and realign DEI efforts in a way that’s both strategic and human.

Why DEI Feels Stalled

The post-2020 flurry of DEI activity was, in many ways, well-intentioned. But for many organizations, it lacked the one thing it needed most: a strategy. Natalie puts it plainly—“some companies didn’t have a strategy to begin with.” Others had one, but weren’t tracking against it. Or they were moving so fast they didn’t know if their actions were actually working.

That’s where the fatigue comes in. It’s not just that people are tired of DEI. They’re tired of performative efforts, tired of not seeing real outcomes, and tired of being asked to care about initiatives that don’t seem to lead anywhere. Especially for underrepresented employees, that disconnect isn’t just frustrating—it’s exhausting.

So what’s the antidote? It’s not to stop. It’s to pause with purpose.

Pause ≠ Quit: The Power of Resetting Expectations

Let’s be clear—a pause doesn’t mean throwing the DEI playbook out the window. A pause is about reflection, recalibration, and clarity. Shanté frames it as a necessary shift: “When you’re feeling like the work is getting sluggish and you’re not seeing movement, it’s time for a reset.”

The first step in that reset? Define the problem.

And no, not in vague terms like “we want to be more inclusive.” If you don’t know where you are and where you want to go, you don’t have a problem—you have a platitude. Leaders need to look at hard data and honest feedback and ask: What’s working? What isn’t? What does success actually look like for us?

Look at the Data (And Not Just the Numbers)

We talk a lot about being data-driven, but Natalie and Shanté emphasize a critical nuance: not all data is numbers. Yes, metrics matter—representation stats, promotion rates, retention numbers—but so does lived experience. That’s where qualitative data comes in.

Have you asked your people what it feels like to work here? Have you created safe spaces for listening—not just surveys, but real dialogue? Do you know what your employees need to feel seen, valued, and safe?

Without this type of data, your DEI efforts are flying blind. Without feedback loops, you’re guessing. And DEI is too important to be left to guesswork.

You Don’t Need a Finish Line—But You Do Need Goals

One of the most dangerous myths about DEI work is that it has an endpoint. In reality, it’s iterative. That’s why Natalie and Shanté encourage companies to adopt a more Agile approach—set goals, act on them, evaluate, adjust, and repeat.

And crucially, those goals need to be measurable. If you say you want to create a more inclusive workplace, how are you defining success? Through engagement scores? Promotions of underrepresented employees? Participation in mentorship programs? You can’t hold people accountable for what you never defined.

Equally important: communicate those goals often. “We walk into organizations where senior leaders don’t even know the DEI goals,” Natalie says. If your DEI strategy isn’t as embedded in your performance dashboards as your revenue targets, it’s not a strategy—it’s a side project.

Leadership, Authenticity, and the Serena Williams Effect

There’s a moment in the episode that drives home the modern reality of leadership. Shanté brings up the Serena Williams effect—how social media has made visibility and transparency a non-negotiable. Employees don’t just want to see polished mission statements. They want to see their leaders’ values in action.

That means no more hiding behind comms teams or PR lines. Leaders have to be real. They have to show vulnerability. They have to admit what they don’t know and commit to learning.

If you’re unsure how to talk about pronouns or racial equity or inclusive hiring practices, say that. Then take action to educate yourself. Your people don’t need you to be perfect. They need you to be honest, consistent, and willing to grow.

It’s Not a Committee’s Job—It’s Everyone’s Job

Another trap many organizations fall into is thinking DEI belongs to the DEI team—or worse, the people most impacted by inequity. Committees are helpful. Employee Resource Groups are powerful. But DEI doesn’t work when it’s a volunteer effort sitting outside the business.

DEI must be embedded in how you lead, hire, promote, compensate, and communicate. It must be owned by everyone, and guided by those with expertise.

Natalie and Shanté warn against assuming lived experience equals professional expertise. Your employees of color, queer employees, or disabled employees should not be expected to carry the work alone. And hiring a Chief Diversity Officer without resources, authority, or alignment is a recipe for failure.

You wouldn’t launch a new product without a budget and a plan. Why would you treat DEI any differently?

The Final Word: Reset ≠ Retreat

If you’ve reached a point in your DEI journey where things feel unclear or stalled, you’re not alone. But don’t confuse fatigue with failure. Don’t confuse a pause with giving up.

Instead, take the time to:

• Clarify where you are and where you want to be.

• Collect both quantitative and qualitative data.

• Set measurable, aligned goals—and make them visible.

• Communicate often and authentically.

• Resource your work with the right people and support.

• Be transparent about what you know, what you’re learning, and what’s next.

This isn’t a sprint. It’s not even a marathon. It’s a commitment to evolving leadership and culture for the long haul.

Need a partner on your DEI journey?

The Norfus Firm is here to help you build people-first workplaces that actually work. Whether you’re resetting or just getting started, we can support you in doing the work that matters.

Connect With Us

If you found this discussion compelling, we invite you to connect with us further. Here are some ways to stay in touch:

• Follow Natalie Norfus on LinkedIn
• Follow Shanté Gordon on LinkedIn
• Book a consultation with The Norfus Firm
• Follow What’s the DEIL on Instagram and TikTok