Political shifts don’t just play out in government halls or on news channels – they ripple into workplaces, all over the world, shaping employee morale and wellbeing. As anti-DEI rhetoric gains traction in some regions and shifting policies create uncertainty, many employees – especially those from underrepresented backgrounds – are feeling more anxious, less secure, and increasingly disengaged.

There is no wellbeing without inclusion. You cannot talk about employee wellbeing without recognising the impact of exclusion, microaggressions, or the fear of stalled career progression. If employees do not feel safe, valued, or like they belong, stress levels rise, morale drops, and productivity suffers. A McKinsey study on The State of Inclusion in Organisations found that employees who feel a strong sense of inclusion report greater job satisfaction, lower stress levels, and higher engagement. When inclusion is compromised, wellbeing suffers, and organisations pay the price in decreased retention and performance.

At Mahogany Inclusion Partners, we help organisations create cultures where employees feel safe, valued, and heard. As political discourse challenges the role of DEI in workplaces, HR leaders must take intentional action to protect employee wellbeing by embedding inclusion into every aspect of the employee experience.

Acknowledge the political climate – Silence is not an option

Avoiding the conversation does not make the impact disappear. Political shifts – especially those that challenge workplace inclusion – send strong messages to employees, shaping how safe, valued, and optimistic they feel about their future at work. HR leaders must acknowledge these realities and proactively address them.

Creating space for open conversations, whether through listening sessions or leadership town halls, allows employees to voice concerns in a psychologically safe environment. Employees do not expect their organisations to take a political stance, but they do expect reassurance that their wellbeing and sense of belonging are priorities. This is easily achievable by holding safe spaces for honest, vulnerable and impactful conversations.

Reaffirm inclusion – employees are watching

When external rhetoric undermines DEI, organisations must be unwavering in their commitment to inclusion. Employees are looking for real action, not just corporate statements. A clear and consistent stance on inclusion is essential in maintaining trust and engagement.

HR leaders should review and reinforce policies on inclusion, belonging, and psychological safety. Leadership teams must be trained to actively support diverse talent and create workplaces where all employees feel secure in their career progression and workplace experience. A proactive approach – one that does not wait for external events to force a reaction – will help organisations maintain a strong and resilient workforce.

Psychological safety is non-negotiable

In times of political uncertainty, employees need to feel safe speaking up, sharing concerns, and being themselves at work. This does not happen by accident – it requires leaders who are equipped to foster trust and accountability.

HR teams should invest in inclusive leadership training and ensure clear mechanisms are in place for addressing bias, exclusion, and discrimination. Psychological safety means that employees can voice concerns without fear of retaliation, and leaders must model that commitment in their own behaviour.

Without this foundation, even the best-intended wellbeing initiatives will fall short.

Wellbeing is not one-size-fits-all

Political shifts do not impact all employees equally. While some may feel unaffected, others – especially those from marginalised backgrounds – may experience heightened anxiety, fearing the rollback of DEI progress. This is a clear reminder that a one-size-fits-all approach to wellbeing will not work.

Organisations must ensure that wellbeing initiatives reflect diverse employee needs, whether through Employee Resource Groups (ERGs), culturally competent mental health support, or flexible policies that allow employees to manage stress in ways that work for them. A tailored approach signals that the company truly understands and values its workforce, in its entirety, for all individuals.

Action over rhetoric – real commitment matters

Employees are paying attention to how organisations respond during uncertain times. DEI statements and policies must be backed by measurable actions. If an organisation is serious about supporting employee wellbeing, it must embed inclusion into every stage of the employee experience – from hiring to retention to promotion. After all, how can we expect to enhance employee wellbeing if inclusion isn’t made a priority?

Companies that fail to take meaningful action risk losing talent. In a workplace where employees feel their concerns are dismissed or that inclusion is deprioritised, trust erodes, engagement declines, and retention suffers. A visible, sustained commitment to inclusion is not only the right thing to do – it is a business imperative.

Creating a culture of wellbeing through inclusion

When political landscapes shift, organisations have two choices: let uncertainty erode employee wellbeing, satisfaction and confidence, or proactively create a sense of belonging and stability. The best HR leaders know that wellbeing isn’t about perks or mental health days – it’s about making sure employees feel seen, valued, and safe.

At Mahogany Inclusion Partners, we help organisations move beyond the buzzwords and create cultures where inclusion is embedded into every aspect of the employee experience. Because in uncertain times, the strongest workplaces are the ones where everyone belongs.