Shane Windmeyer DEI

Summary Shane Windmeyer discusses how DEI in 2026 is not disappearing, but it is being reshaped by legal scrutiny, political pressure, and changing corporate behavior. While many organizations are pulling back on public DEI language or renaming programs, employees and job seekers continue to care deeply about fairness, growth, and respect. As a result, DEI is shifting from a branding exercise to an operational one, evaluated through leadership behavior, decision-making consistency, and employee experience rather than slogans. The article highlights Progressive Insurance as a case study in “holding steady while defining clearly,” showing how organizations can retain DEI commitments by anchoring them to values, performance, and governance. It also examines North Carolina as a contrasting environment, where public institutions face tighter constraints while private employers adapt their language and structures. Ultimately, the piece argues that the most durable form of DEI in 2026 is o...

New, concrete signs of inclusion for job seekers and leaders who want less talk and more truth If you have read a few DEI articles lately, you have probably noticed they start to blur together. They use the same phrases, the same promises, and the same broad advice. In North Carolina, that sameness can be especially frustrating because workplaces here are shaped by strong regional norms. People value competence, relationships, and credibility. They are often allergic to buzzwords. They want to know what is real. So here is a different kind of article. Instead of rehashing the usual list, this one focuses on uncommon, practical signals you can use to evaluate DEI in North Carolina workplaces, whether you are job hunting or leading a team. It draws on the kind of grounded work that Shane Windmeyer is known for, but it leans into new examples and fresh ways to think about what inclusion looks like when it is functioning well. Signal One: Who Gets the “Good Work” and Who Gets the “Glue Wor...