"We will forge a society that is colorblind and merit-based," declared President Donald Trump in his January 20, 2025 inauguration address, referencing Martin Luther King Jr.'s “I have a dream” speech. Yet, with breathtaking speed thereafter, his administration moved to eliminate federal Diversity, Equity, Inclusion, and Accessibility (DEIA) initiatives - an act that exposes a profound hypocrisy. In fact, what really lies at the heart of this anti-DEIA backlash, is a dangerous misunderstanding of meritocracy.

Proponents of a “pure meritocracy” argue that success should be based solely on individual effort and talent. But this view is deeply problematic. It ignores the reality of inherited privilege, and systemic barriers that favour some, while holding others back. When we talk about merit, we must ask whether it truly reflects talent or merely serves to maintain old power structures. Authentic meritocracy can only exist in a society where everyone has equal access to opportunities. That’s what Diversity, Equity, and Inclusion initiatives strive to achieve: not by lowering standards, but by removing obstacles that have nothing to do with ability or effort. Without DEI, the playing field remains uneven, and the myth of meritocracy becomes a front for inequality.

It is hardly surprising that Trump, a man who proudly declares himself a self-made individual, promotes such a narrative. It is the same narrative his inauguration entourage was intended to express. Elon Musk, Jeff Bezos, and Mark Zuckerberg, to name but a few of the tech titans in attendance, are seen as exemplars of what is framed as achievable through sheer determination and hard work. Conveniently, this narrative ignores the inherited privilege, access to capital, and systemic advantages that helped propel them to success. The idea that anyone can pull themselves up by their bootstraps alone, is not just simplistic, it’s a lie. A deliberate lie that aims to erase the reality of structural inequality, and the myriad of ways in which race, gender, class, and other factors shape opportunities. To be clear: DEI is not about handouts, it is about ensuring everyone has a fair shot.

In stark contrast to the regressive policies promoted by Trump, his hostage Republican party, and MAGA allies, the European Union has taken significant steps to promote social rights and equality. Initiatives like the European Pillar of Social Rights, the EU Action Plan against Racism 2020-2025, and the Strategy for Gender Equality, demonstrate a commitment to building societies where diversity is celebrated, and every individual has the opportunity to succeed. Of course, it remains to be seen if these programs will truly address systemic inequities to create a more inclusive Europe, or remain at the level of symbolic gestures.

Here in Cyprus, meanwhile, a small country burdened for a very long time by a legacy of inherited power and corruption, the dangers of abandoning DEI are especially high. For too long, our society has suffered under a system where positions are traded for votes, and nepotism and favouritism determine opportunities. If we fail to dismantle these entrenched practices, Cyprus may well be headed toward its own inevitable decline.

It bears saying also that the impact of getting rid of DEI initiatives is not an abstraction, but tangible and far-reaching. When organizations axe DEI programs, they don’t simply eliminate diversity training or affinity groups. They dismantle carefully-designed policies meant to address systemic inequities. The effects are devastating. Disability accommodations and accessibility measures are eroded, leaving employees with disabilities unsupported; pay equity analyses are suspended, allowing wage gaps to persist unchecked; mental wellness programs are cut, condemning employees to struggle in silence. These outcomes are not accidental: they are the direct consequence of choosing to discard initiatives born of necessity, in response to real and persistent inequities. Moreover, when organizations cherry-pick which initiatives to keep and which to discard, they send the message that progress is negotiable, and certain people’s rights are expendable.

Neither should it be forgotten that DEI is not solely a moral imperative. Rather, as research data repeatedly shows, it is a powerful engine for innovation and economic success. In the words of advertising consultant and entrepreneur Cindy Gallop, DEI could just as easily stand for “Driving Excessive Income”, given that organizations embracing Diversity, Equity, and Inclusion frequently enjoy significant growth, unlocking fresh perspectives that lead to creative solutions and enhanced productivity. In this light, DEI initiatives are not just about fairness, they are also smart business strategies that push companies forward, providing a key advantage in today’s increasingly competitive marketplace.

Ultimately, while DEI isn’t a perfect system, assuming we don’t want a future defined by division, inequality, and injustice, it is a necessary one. The political and cultural shifts in the United States, following the return of Donald Trump as the country’s 47th president, can only serve as a cautionary tale. Trumpism, a movement marked by divisive rhetoric, a lack of empathy, and deep-rooted nativism, has already inspired similar movements worldwide. And far from being confined to America, such developments are a global threat. As our local challenges illustrate, returning to outdated systems that have historically favoured a privileged few at the expense of the many, is not an option. We cannot afford to go down this path.

By Anna Prodromou, Consultant, Researcher and Trainer on Communications and on Diversity, Equity, and Inclusion (DEI) in the Workplace