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Recently, an organization I work with closely was asked by a major funder to remove language and references to diversity, equity, inclusion, and belonging (DEIB) from its website. Despite having a strong internal commitment, the organization faced a dilemma: how visible should its equity work be when visibility itself could create vulnerability? Situations like this are becoming more common, prompting important questions for many organizations about how to balance what they’re doing internally with what they share publicly.
In today’s climate, organizations are under increasing pressure to demonstrate progress in DEIB. But visibility of DEIB work doesn’t always align with the depth of internal practices. To help leaders make thoughtful decisions, consider this simple four-quadrant matrix that maps two axes: visibility of DEIB work and internal DEIB work.
High Visibility + Low Internal Work
If your organization is talking loudly about DEIB but lacks meaningful internal action, it’s time for a reality check. Public messaging without substance risks credibility, employee trust, and external reputation. This quadrant signals the need to reassess your true commitment and redirect resources toward authentic, sustained internal efforts.
High Visibility + High Internal Work
Organizations here are both active and vocal. This is often a strong position, but it comes with responsibility. High visibility invites greater scrutiny, which can expose gaps or unintended harm. The key is balance: evaluate risks of exposure, involve those directly impacted in reviewing messaging, and ensure public narratives reflect lived experiences. If exposure is minimal, keep building momentum and expanding your reach.
Low Visibility + Low Internal Work
In this quadrant, no action is needed - yet. However, consider whether this inactivity reflects a conscious choice or missed opportunities. Staying here too long may cause your organization to lag behind evolving expectations.
Low Visibility + High Internal Work
Here, organizations are doing meaningful internal work but not communicating it. While visibility isn’t the goal itself, low awareness can leave staff, stakeholders, or communities wondering about commitment. Ask: Who is impacted by this lack of visibility? If the answer includes key groups, consider adjusting communication to highlight progress and engage more transparently.
This model encourages reflection, balance, and intentionality, ensuring DEIB work is both authentic and sustainable. Hopefully it can be a helpful tool in navigating the current DEIB landscape for your organization.
