What Comes After the Single, Heartfelt, Post-Election Zoom Call?
With the 2024 election behind us, organizations across the country are taking a hard look at what lies ahead. For many, including at StrivEquity Consulting LLC, this reflection isn’t just about preparing for the usual shifts; it’s about navigating a deeply polarized, dangerous, high-stakes environment. After years of discussion around equity, justice, and inclusion, many employees—particularly those from marginalized and undervalued communities—are wondering if their leaders’ commitments were ever more than words. And with a reinvigorated administration poised to intensify regressive policies, programs, and practices, leaders are faced with a choice: stay true to their values or watch these promises dissolve under pressure.
Here’s what it means to lead boldly right now, and how you can make sure your leadership actually matters in the days ahead:
1. Show Up for Staff in Real, Concrete Ways
Let’s ditch the empty statements and get serious about what support looks like in practice. Many employees, particularly those from Black, Brown, immigrant, and LGBTQ+ communities, are already stretched to the limit, juggling personal stressors with systemic inequities that make showing up each day a feat. If your organization claims to be a champion of equity, ask yourself: what does that look like in real, material ways? Are wages fair? Are benefits supportive? Is flexibility respected, or just a buzzword? Start listening to what your team actually needs to feel supported—and follow through.
2. Challenge the False Choice Between Rights and Economic Growth
There’s a dangerous narrative resurfacing that suggests the economy will thrive, even if individual rights might take a hit. For your team, though, the prospect of a “strong economy” rings hollow if it comes at the expense of their security and dignity. Equity-Responsive Leaders understand that prosperity without equity is hollow and short-sighted. Make it clear that your organization isn’t willing to trade away people’s rights for profit. Let your staff know, without hesitation, that your commitment to their dignity and safety isn’t conditional on economic gains or political winds.
3. Take a Stand Against Bigotry—Internally and Externally
Under the previous iteration of the coming administration, we saw open bigotry gain a stronger foothold in professional spaces, emboldening people to bring prejudices into work environments unchecked. Your employees might now find themselves facing hostility, coded language, or outright discrimination from clients, partners, and maybe even peers. It’s not enough to publish a policy or run a training program—this is about building a workplace culture that actively defends its people. Draw clear boundaries and take swift action against any behavior that crosses them, even if it means confronting long-standing business relationships. If you’re not prepared to defend your team when it matters most, it’s time to ask if your collective values have roots.
4. Make Values-Based Decisions as Funding Shifts
With recent political shifts, funding streams that once supported equity and justice initiatives may dry up—or shift priorities in ways that make it hard to know where your organization stands. For years, organizations have accepted “equity dollars” without really changing conditions for their staff, and/or approaching work as if nothing has materially changed, so why should our work actually change in practice? It’s time to look at whether these resources actually made a difference in the lives of the people doing the work. What did these funds accomplish? Did they improve conditions, or were they just about appearances and marketing? Moving forward, make choices that align with collective values, and make it clear to your team that any funding you accept has a purpose: lasting change, not fleeting PR.
5. Evolve from Words to Actions with Equity-Responsive Leadership
After years of lip service, it’s time to face the fact that many purpose-driven promises never materialized into real change. Equity-Responsive Leadership means putting values into every decision you make—from project priorities to team support to budget allocations. Leading with integrity is about making tough calls, even when it’s inconvenient, and staying true to the collective values you’ve committed to. Your team needs to know that no matter what’s happening, they can count on you to protect and uplift them within your organization. Share your vision for this work, and let your team know that these values are not up for negotiation.
What’s Next?
The coming years will be challenging. This isn’t just because of changes in policies, but because we will be reckoning with what it truly means to lead when so many are looking for real allies. Business as usual will not cut it. This is a time to step up with clarity, courage, and a willingness to prioritize action over empty rhetoric.
How will you show up? What will meaningful leadership look like in 2025 and beyond?