Navigating Uncertainty Together: Building Community for Support and Resilience

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In the current climate, emotions are running high regardless of political affiliation or level of engagement with the recent presidential election. For those of us working to center diversity, equity, inclusion, and belonging (DEIB) in our work, the landscape brings both a sense of urgency and many questions about where to go next. This moment is challenging, and with recent events bringing mixed emotions, heightened scrutiny, and a renewed focus on social and organizational impact, we may feel unsure about how best to move forward.

In times like these, it’s natural to feel a heightened sense of vulnerability and pressure. But one of the most powerful strategies we have at our disposal is community. When we join together, we can bolster each other’s strengths, share insights, and create a greater sense of resilience. 

We’ve pulled together a list of some strategies we’re trying on as we navigate our uncertainty and share them here in the event they are useful to you as well.

• Foster Peer Support Networks | Form smaller affinity groups or support circles within the organization focused on different DEIB aspects, like racial equity or LGBTQ+ inclusion. Meeting regularly, these groups offer tailored support and a sense of community within the larger team. Discuss the ways you may need to be creative about gathering in the event you’re no longer allowed to use DEIB language in your organization. 
• Recognize Emotional Labor and Encourage Self-Care | Acknowledge the emotional labor DEIB work entails. Encourage self-care practices by providing “no meeting” blocks after DEIB sessions or access to mental health resources to allow employees to decompress. Find ways to provide “grace and space.” 
• Provide Development Opportunities | For many, this may be the first time they are interested in DEIB. Offer skill-building programs to strengthen facilitation and leadership skills within DEIB roles. Bringing in DEIB consultants or facilitators for workshops can empower employees and improve the organization’s overall DEIB capacity.
• Connect with External DEIB Communities | Engaging with outside DEIB networks can bring fresh insights and support. External DEIB groups, webinars, and conferences provide knowledge-sharing opportunities and inspire new approaches to organizational challenges.
• Organizational Leadership Strategies to Support DEIB | Leaders play a vital role in fostering resilient, DEIB-focused environments. Some strategies we have found particularly helpful for leaders are: 
• Model Transparency and Vulnerability | Leaders who are open about their challenges set a powerful example. Transparency builds trust, encouraging others to share their thoughts freely.
• Prioritize Continuous Learning | DEIB work is evolving, especially now, and may look very different going forward, so provide learning opportunities through workshops, self-study, and cross-departmental trainings to help employees stay informed and engaged.
• Promote Mental Health Resources | Make mental wellness a visible priority by encouraging the use of mental health resources. Offering counseling and stress management resources fosters a supportive, inclusive environment.

Moving Forward, Together

In uncertain times, it’s easy to feel isolated, but when we prioritize connection and support, we create resilience. Building a supportive community in DEIB work—one that centers psychological safety, space for learning, and mutual encouragement—is a powerful step toward navigating the unknown. If you’re looking for someone to talk to, Aaron and I are both here, and we’d love to connect. You can reach out to us via our Calendly links: https://calendly.com/aaronwolowiec and https://calendly.com/krowe-22.

Let’s keep lifting each other up, fostering spaces of strength and safety, and working together to create the change we want to see.