English 
Nederlands 
In coaching, we’re trained to lean into discomfort. To stay curious even when the ground beneath us feels shaky. And lately, the ground has felt particularly unstable.
Like many in the DEIB (Diversity, Equity, Inclusion & Belonging) space, I’ve felt despondent. With headlines of DEIB roles being cut, policies reversed, and contracts threatened, especially in the U.S. I found myself spiraling. Was this really happening? Had I woken up in some kind of dystopia?
Binnen het ICF NL DEIB-team waren we allemaal geschokt. In eerste instantie deden we het af als weer een aantal opruiende tweets uit de VS – dat zal toch wel loslopen? Maar toen kwamen de ontslagen op federaal niveau en bedrijven kregen te horen dat ze DEI niet meer mochten noemen in hun beleid.
What utter nonsense.
I truly believed tech would push back. That the same industry which once proudly claimed to lead on inclusion would stand its ground. Instead, they folded fast. The silence was deafening.
And as a woman, a woman of colour, an immigrant, a dyslexic (tick, tick, tick) working in this space, I felt the tension build. My anxiety wasn’t just personal. I live in the Netherlands, a little more insulated from U.S. policy. But the ripple effect is real. And what shook me most was the sense of collective unraveling. So much progress, now seemingly up for debate.
And yet… the optimist in me still asked: Is there a silver lining here?
Oscar Wilde’s words keep echoing: “The only thing worse than being talked about is not being talked about.” “Het enige dat erger is dan besproken worden, is genegeerd worden.”
Maybe the backlash is sparking something new. A deeper reflection. A chance to ask ourselves what DEIB is truly about. And how we create change that’s lasting so solid it can’t be huffed, puffed, and blown away. I still believe most people are good. That DEIB isn’t about taking something away it’s about giving everyone a fair chance. And yes, that might mean removing some obstacles for some. Some organisations are rebranding this work: People Empowerment, Belonging & Culture, Human Relations. Strategic pivot or hopeful evolution? Maybe both. I quite like the shift it puts people at the heart. Because at its core, that’s always been the goal. People Empowerment, Belonging & Culture, Human Relations. Strategische wending of hoopvolle evolutie? Misschien wel beide. En eerlijk gezegd… ik vind die verschuiving best mooi – het zet mensen centraal: uiteindelijk was dit altijd al het doel.
Of course, the colour-blind and meritocracy conversations are resurfacing. No one wants to be seen as a tick-box hire. We all want to feel we’ve earned our place. But fairness is complex. Bias conscious or not still shapes who gets seen, heard, hired, and how they’re perceived.
So maybe this is the silver lining: We’re being called back to the heart of DEIB.
It was never just about policies or corporate statements. It’s about building spaces where people, regardless of gender, race, background, ability, or who they love can truly belong. Where they matter. Where they don’t have to leave parts of themselves at the door to succeed.
Sometimes, it takes a threat to show us what we stand to lose. And to clarify what we must protect. The spark is still there.
I felt it when Harvard said no to dismantling their DEI commitments, even as the Trump administration froze over $2 billion in funding. I see it in those quietly resisting, refusing to reduce inclusion to a trend.
As coaches, maybe our role now is to hold space for that spark. To stay curious. To ask the deeper questions. To keep showing up, even when the path feels unclear.
Because this work is far from over.
Heena Jethwa – ICF NL DEIB Team
