Public Sector Opportunity 2025
How To Fight for Diversity, Equity, and Inclusion in a Changing Landscape
In previous publications, Civility Localized blogs written by Christine Edwards Pitkin, MPA, Tiandra Evans, and myself (Elizabeth Flemister), have explored complexities around the dismantling of affirmative action and Diversity, Equity, and Inclusion (DEI) programming (From Fearless Fund to the First Amendment, to Hello Alice, to the Supreme Court’s 2023 decision).
Christine Edwards Pitkin herself addressed her disappointment in the Supreme Court's 2023 decision to end Affirmative Action in an article for PRIDE Magazine in January 2024 (you can read it here: Disappointed but not surprised by Supreme Court Decision to End Affirmative Action).
The year 2025 finds us living through the continued dismantling of DEI and a concerning backlash against diversity and inclusion in general. 2025 also promises to reveal the staying power of marginalized professionals, historically underutilized businesses, and supporters of DEI, all of whom continue to stand together, fight back, and insist that a more equitable and sustainable future is not only possible but essential to the greater good.
The Chilling Effect of the Supreme Court Decision
The impact of SCOTUS’ decision in Students for Fair Admissions v. Harvard cannot be overstated. Those impacts were swift, far-reaching, and continuing.
In the government contracting space, where we work, another court case (Ultima Servs. Corp. V. Dep’t of Ag. July 19, 2023) caused the brief suspension of new applications to the SBA 8(a) Program in 2023. This was a major blow to the otherwise uninterrupted forward progress toward equitable distribution of certifications.
What is SBA 8(a) Certification?
Designed to provide opportunities to socially disadvantaged businesses, that program has been a lifeline for many minority-owned firms for years. Since reopening applications on September 29, 2023, the application was revised to comply with decisions made by the Supreme Court of the United States, and the U.S. District Court for the Eastern District of Tennessee. These revisions include edits to language in the application and a requirement that applicants submit a narrative essay detailing their social disadvantage.
Hot Take
This bureaucratic hurdle places an undue burden on minority business owners.
There is no benefit to forcing marginalized folks to relive the discriminatory experiences that necessitate these programs in the first place.
Here’s why this matters: when small businesses work to compete for government contracts, we all benefit. And when small businesses founded by folks from all backgrounds, communities, and identities compete in that space, we all benefit.
Let’s be clear: true competition takes place when everyone has access to the playing field. If we believe that robust, fair, and real competition leads to better outcomes for all, then everyone must have equal and equitable access to the government contracting space. Since data has shown that has not always been the case in the United States, programs like SBA 8(a), Veteran Owned Small Business (VOSB), Women Owned Small Business Certification (WOSB), and more are literal life-lines for businesses historically left out of the certification conversation.
Beyond Business: A Systemic Backlash
Let’s talk about how the 2023 SCOTUS decision, and the subsequent lawsuits and court decisions against DEI programs in the United States is actually part of a larger, more insidious backlash against progressive gains made over the past half-century.
Today, because of the emboldened anti-DEI climate in government and the private sector, many organizations are hesitant to invest in diverse startups, some are doing away with existing DEI departments, and many are scaling back promises to achieve goals on inclusive hiring and retention.
When viewed through the lens of the US’s long history of building wealth on systems of displacement and oppression, this new crop of case-law fits rather predictably into a broader understanding of how American systemic racism impacts governing, business, and almost every aspect of public life.
The Importance of Local Leadership
Cities like Raleigh, Wilmington, and Charlotte North Carolina, boast vibrant and diverse small business scenes. Cities like these across the United States face critical challenges in 2025, including fostering environments that continue to be conducive to success for all. Luckily, they’ve seen challenges like this before and have roadmaps for creatively promoting best-practices that work for everyone.
The future of local business will require tried-and true, as well as fresh and new solutions.
Cities and local governments can build their economic resilience and community trust by standing behind policies designed to champion and promote diversity in workplace and supplier pools. After all, diversity is indeed one of our greatest strengths!
Championing educational programming and committing to forward progress in this area might look like expanding access to certification processes, or bolstering support for minority-owned businesses through mentoring programs.
“Diversity impacts everyone”
Former U.S. Attorney Dena King stresses the importance of diversity in the justice system, and across social systems as she steps down from her role in early 2025.
Narrative Shift
Perhaps most importantly, we need a narrative shift.
Diversity is not a box to check – it's about creating richer and more equitable futures for all Americans. It is about strengthening both our economy and our democracy—something our nation needs at this very moment.
This fight for inclusion is far from over. By working together, businesses, local governments, and advocates can ensure that the promise of opportunity extends to everyone.
With every example of strategic support for DEI in the face of these challenging times, the movement to persevere in the face of this backlash regains strength. Some organizations have doubled down on their DEI initiatives, citing long-term value to shareholders and business success. From Costco and Goldman Sachs, to Apple, Ben and Jerry’s, and Microsoft - these big names are keeping their DEI policies and reminding shareholders of all the value these programs have brought to the bottom line.
What’s Next
The fight for diversity, equity, and inclusion is a marathon, not a sprint.
While recent setbacks are significant, they do not signal the end of the road. In an effort to be part of the solution, we’ve created a toolkit for maintaining the fight for equitable access to government contracting in 2025. It’s by no means exhaustive. Rather, we hope this adds to the strategic advancement of equity in our sector.
Public Sector Opportunity Toolkit
This toolkit provides strategies for fostering widespread participation in government and government contracting.
Focus on Local:
Support local Initiatives that promote small business, especially ones leveling the playing field for all entrepreneurs.
Collaborate with local leaders including city councils, chambers of commerce, etc., to develop and implement support for small businesses from every community.
Amplify local success stories and document the positive impacts of entrepreneurs from all communities. Support independent journalism.
Invest in Education and Mentorship:
Support programs providing education and mentorship to entrepreneurs from many different backgrounds. Consider participating in helping them navigate the complexities of business ownership and access to resources.
Demystify Processes: Work with educational institutions and professional organizations to simplify and demystify the processes for obtaining certifications and accessing government contracts. (Shameless plug, Christine Edwards Pitkin, MPA has devoted much of her career to this work! Check out MeetChristine.co for more.)
Challenge the Narrative:
Counteract Misinformation: Actively challenge the narratives of "reverse discrimination" and the false notion that diversity initiatives are detrimental to businesses.
Highlight the Business Case for Ensuring Opportunities: Emphasize the numerous studies demonstrating the strong correlation between diverse workplaces and improved innovation, productivity, and financial performance. Start here: Cloverpop and Forbes
Celebrate Successes: Amplify the voices of organizations successfully implementing equity initiatives and achieving positive outcomes.
Engage in Collective Action:
Build Coalitions: Partner with other organizations and individuals committed to advancing DEI to create stronger and more impactful movements.
Advocate for Policy Change: Support and advocate for policies at the local, state, and federal levels that promote opportunity for all.
Find your representatives and communicate with them often. Let them know every time it’s relevant that you support DEI and they should too.
Vote411 (to know when you have an upcoming election)
What would you add to this toolkit? We love to hear reader feedback. Email me at Elizabeth@CivilityLocalized.com - I’m always eager to hear responses to our content and to know when there are opportunities to expand our knowledge.
I hope that by focusing on local action, investing in education, challenging narratives, and engaging in collective action, we will continue to build stronger coalitions, workforces, and access in 2025 and beyond.
Read previous Civility Localized Blogs on Affirmative Action and DEI:
