Natalie and Shanté return to tackle a question that’s been popping up across boardrooms, HR departments, and Slack messages: “Now what?”
Post-2020, many organizations sprinted into action after George Floyd’s murder—launching DEI task forces, writing internal memos, and hosting webinars. But two and a half years later, leaders are fatigued, teams are skeptical, and progress feels stagnant. So what’s next?
In this episode, Natalie and Shanté offer a candid and practical conversation about how companies can reset DEI expectations without giving up on the work.
What You’ll Learn in This Episode:
• Why DEI isn’t a moment—it’s a movement
2020 wasn’t the finish line. It was the starting pistol. If your strategy hasn’t evolved since then, it’s time for a reset.
• How to identify whether you even have a ‘problem’
Hint: You can’t measure what you haven’t defined. Step one is getting honest about where you are and where you want to be.
• Why data matters—but it’s not just numbers
Quantitative AND qualitative data give you the whole picture. Have you actually asked your people what they’re experiencing?
• The myth of one-and-done
DEI is not a checklist. Natalie and Shante break down how to approach the work with an iterative, Agile mindset—including setting clear, measurable goals and revisiting them regularly.
• The role of leadership transparency and authenticity
Your comms team can’t write you into trust. Today’s workforce expects vulnerability, honesty, and human connection—from the C-suite down.
• Why volunteer DEI committees aren’t enough
Good intentions don’t replace true expertise. If your team is working without strategic guidance, they’ll likely burn out or stall. You need a plan—and a pro.
• The Serena Williams Effect
What do we mean? Tune in for a fascinating cultural parallel that explains why today’s employees demand visibility, not just vision statements.
Key Takeaways:
• A pause doesn’t mean stop. It means evaluate, reflect, and reset.
• Every DEI initiative needs aligned, transparent goals, and the team needs to know them.
• Authenticity isn’t optional. Your people are watching how you lead, not just what you say.
• If you’re not sure what to do next, it’s okay to say so. But it’s not okay to stay stuck.
Follow & Connect with us:
- Follow Natalie Norfus on LinkedIn: https://www.linkedin.com/in/natalienorfus/.
- Follow Shante Gordon on LinkedIn: https://www.linkedin.com/in/shantegordon/.
- We’ve led hundreds of audits, assessments, and people strategy engagements, and we’d love to help your organization. Book a consultation with The Norfus Firm: https://thenorfusfirm.com/.
- Follow What’s the DEIL on Instagram: https://www.instagram.com/whatsthedeil/.
- Follow What’s the DEIL on TikTok: https://www.tiktok.com/@whatsthedeil.
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