In today’s polarized political climate, even well-intentioned equity initiatives risk being misunderstood—or worse, weaponized. Executive Order E.O. 14035, is broad and intended to affect the termination of all DEI and Diversity, Equity, Inclusion, and Accessibility (DEIA) mandates, policies, programs, preferences, and activities in the organizations many leaders find themselves asking: How do we create inclusive environments without becoming the next political headline?

At All Things Diverse, we specialize in this very challenge. Our approach focuses on embedding equity quietly but powerfully—through policy, procurement, and operational systems—so that compliance is met, impact is achieved, and controversy is avoided.

The Compliance-Driven, Low-Visibility Approach to DEIA

1. Shift the Conversation: From Identity Politics to Governance Excellence

One of the most effective ways to reduce political heat is to frame DEIA as an issue of operational excellence and compliance, not ideology. Equity is governance—it ensures that public resources are distributed efficiently and fairly, and that all communities have equal access to government services.

According to a 2022 Urban Institute report, “Racial equity work in government is most successful when tied to procurement, budgeting, and policy—not just HR.” In other words, agencies should focus on how equity improves processes and outcomes, not just who sits at the table.

2. Build Equity Into the Infrastructure, Not the Headlines

Public backlash often erupts when DEIA efforts are performative or highly visible but lack real substance. Instead, agencies should quietly embed equity into existing frameworks:

Procurement Policies: Require equitable vendor practices without making public fanfare.
Budgeting Processes: Integrate equity impact assessments as part of standard fiscal reviews.
Hiring Frameworks: Implement inclusive hiring toolkits that widen candidate pools but remain merit based.

We call this approach “moving from checklists to culture.” It’s not about flashy initiatives; it’s about lasting, systemic change that doesn’t rely on public declarations but shows up in better outcomes and more efficient service delivery.

3. Leverage Inclusivity

This is not about political preference, it’s about doing the right thing. Agencies conduct equity action plans, analyze barriers to access, and embed equity into leadership accountability structures. Meeting these requirements should not be optional.

By framing DEIA initiatives as creating a inclusive workplace, agencies avoid ideological framing and demonstrate that they are responsible stewards of taxpayer dollars.

4. Use Data to Depoliticize the Conversation

Data is your strongest defense against political backlash. When DEIA strategies are tied directly to measurable outcomes—like improved service access, reduced turnover, and higher program satisfaction—they become about results, not rhetoric.

Consider these findings:

Workers of color remain overrepresented in low-wage government positions and underrepresented in leadership, costing the U.S. economy nearly $2.6 trillion annually (PolicyLink & Burning Glass Institute, 2021).
Agencies that implemented community-informed service designs saw higher public trust and improved service uptake (Urban Institute, 2022).
These aren’t political arguments, they’re economic and operational imperatives.

5. Quietly Modernize Outdated Systems

Many federal agencies struggle with fragmented DEIA efforts across departments. This fragmentation creates inefficiencies and exposes agencies to compliance risks. By modernizing procurement, hiring, and program evaluation systems through an equity lens, agencies meet EO 14035 requirements while improving internal cohesion.

At All Things Diverse, we help agencies develop internal equity councils, integrate equity into performance management, and implement culturally responsive service designs—without public spectacle.

Case Study: How Quiet Equity Transformed a State Human Services Department

One state agency faced high frontline staff turnover and struggled to hire bilingual candidates. Instead of launching a public-facing DEIA campaign, they partnered with us to quietly embed equity into their hiring and retention systems:

Developed an inclusive hiring toolkit tailored for frontline and community-embedded roles.
Streamlined hiring processes to reduce unnecessary credentialing barriers.
Increased frontline staff retention by 35% and filled critical bilingual positions 50% faster.
No press releases. No political backlash. Just measurable, meaningful results.

Recommendations for Agency Leaders

Lead with Compliance Language: Position DEIA work as fulfilling Executive Order mandates and improving governance—not as social engineering.
Prioritize Data and Outcomes: Regularly report how equity efforts improve efficiency, reduce costs, and enhance public service delivery.
Embed, Don’t Announce: Focus on policy updates and infrastructure improvements rather than public-facing initiatives that may invite political scrutiny.
Prepare for Resistance Strategically: Equip leadership teams with talking points that emphasize operational improvements and legal compliance.

Final Thought: Equity Is Not a Political Agenda—It’s a Public Good

At All Things Diverse, we believe that equity is not just the right thing to do, it’s the smart thing to do. Agencies that successfully implement quiet, compliance-driven DEIA strategies are more resilient, more trusted, and better positioned to serve all communities effectively.

If your agency is ready to meet its DEIA mandates without becoming a political flashpoint, we’re here to help. Together, we can build systems that work better for everyone—quietly, effectively, and sustainably.