The newly inaugurated class of the ICMA Racial Equity Leadership Institute met last week and discussed the increasing challenges of implementing DEI programs in the face of escalating pushback on equity work. What has always been an uphill battle is facing a steeper climb, at least in some locations.
The Leadership Institute on Racial Equity, hosted by the International City/County Managers’ Association (ICMA) is coproduced by the National Civic League and The Kettering Foundation and is now in its fourth year. This year’s 17 managers from cities and counties will meet monthly for the next 12 months to learn and share ideas and experiences for implementing equity in their communities. During their first session, on September 21, the Institute fellows discussed some of their struggles in today’s political environment, which has presented new challenges to their work.
A common theme that emerged is the difficulty of having productive conversations about DEI and overcoming resistance. Several fellows noted facing “microaggressions,” or small acts of opposition, daily when trying to implement DEI programs. There is often hesitation and fear around these topics due to increasing political opposition. As one manager put it, “It can be really powerful to get the people you’re working with to at least not be against you.”
Many emphasized the need to reframe DEI conversations in ways that resonate with different audiences. Using language and framing that helps people understand how DEI efforts benefit everyone, not just marginalized groups, was seen as crucial. As one fellow noted, it’s important to “use language that proves that this is helpful for them too.” Another suggested that saying “Black lives matter, too” rather than just “Black lives matter” could have been more effective in building broader support.
Several fellows highlighted the challenge of implementing DEI in traditionally resistant institutions like police departments. One noted that when it comes to DEI implementation in such settings, “it’s like having a burning house and asking why people aren’t grabbing fire extinguishers but realizing that some people are comfortable in that house.”
A major challenge identified by many was overcoming entrenched power structures and getting people to give up some of their power and privilege.
As one worker bluntly put it, “people don’t want to give up power. You have to be brave.”
The complexity of DEI work was a common theme. Many noted that you “can’t boil the ocean” and instead need to focus on creating “pockets of equity.” Taking an incremental approach and normalizing DEI as a regular part of government operations was seen as important for making sustainable progress. Measuring outcomes and impact was also emphasized as crucial for demonstrating the value of DEI efforts.
Several fellows noted the importance of looking at how DEI intersects with all aspects of city services and operations. For example, one pointed out how parking enforcement policies can have equity implications. Taking a holistic view and embedding DEI considerations across departments was seen as key.
The need to create welcoming, inclusive environments where all people feel valued and respected was emphasized. Several fellows noted the importance of psychological safety and allowing people to bring their full selves to work. Building trust and breaking down silos between different groups and departments was seen as crucial, as well as building trust with community members who are sometimes fearful.
Several fellows emphasized taking an intersectional approach that looks at multiple dimensions of identity and how they interact. Looking beyond just race to consider factors like gender, sexual orientation, disability status, and more was seen as important for truly inclusive DEI efforts. This points to the need to look at systemic and structural issues beyond just representation.
While the challenges are significant, many fellows expressed cautious optimism about the potential for DEI initiatives to drive meaningful positive change in their organizations and communities. There was recognition that this work is essential for creating local governments that truly serve all residents equitably.
Moving forward, key priorities identified include normalizing DEI as a core part of government operations, measuring outcomes to demonstrate impact, engaging diverse community voices, addressing systemic barriers, and cultivating inclusive cultures where all can thrive. While the path is not easy, there was a sense of determination to continue pushing for progress on DEI, recognizing its fundamental importance for effective and equitable governance.
