What: Tesla’s former DEI lead, Kristen Kavanaugh, shares strategies for advancing inclusion and courage in the workplace amid political and organisational challenges.

Why it is important: The shift toward frameworks like FAIR demonstrates how retailers can balance inclusion with business performance, protecting both employee engagement and shareholder value.

Kristen Kavanaugh, Tesla’s former DEI leader, offers a candid perspective on championing diversity and inclusion during a period of heightened political scrutiny and organisational uncertainty. Drawing from her experience building Tesla’s DEI function, Kavanaugh emphasises the importance of compassion, courage, and practical action at the team level, even when broader support is lacking. Her advice—such as being diligent about pronouns and fostering a sense of belonging—reflects a growing industry trend: as legal and political pressures mount, many retailers are shifting from explicit DEI language to frameworks like FAIR (Fairness, Access, Inclusion, and Representation), focusing on measurable outcomes and business alignment. While some companies have faced backlash and financial loss from high-profile DEI initiatives, others have successfully maintained inclusion by adapting their approach and terminology. Kavanaugh’s story underscores that, despite external resistance, courageous leadership and thoughtful, outcome-driven strategies remain vital for building inclusive, resilient workplaces.

IADS Notes: The retail industry’s approach to DEI has shifted dramatically since late 2024, with leading companies like Walmart and Amazon adapting their strategies to balance inclusion with business performance. The emergence of the FAIR framework and the contrasting experiences of Target and Costco illustrate how practical, outcome-focused inclusion efforts can protect both employee engagement and shareholder value in a complex environment.

Tesla’s former DEI lead has some advice about fear in the workplace