Institutional neutrality refers to organizations deliberately choosing not to take a stance on social, political, or cultural issues. Often perceived as a balanced approach, this neutrality can inadvertently uphold inequality and oppression, particularly impacting marginalized groups within these organizations.

Neutrality is a conscious decision to avoid alienating any group, distinguishing it from mere inaction. Yet, its repercussions can amplify rather than mitigate controversy, especially when it affects the equity and welfare of underrepresented employees. For these individuals, their institution’s silence during moments of societal or internal inequity can seem like an implicit endorsement of the status quo. By opting for neutrality over advocacy, organizations may unintentionally align themselves with dominant, oppressive forces, allowing harmful practices to continue unchallenged.

This stance is more than a moral issue; it overlooks the real harms of silence. Choosing institutional neutrality signals to diverse employees that their struggles are overlooked, potentially exacerbating feelings of alienation and undermining morale and productivity. Furthermore, remaining neutral on critical issues conveys to the broader community and consumers that an organization is out of touch with societal demands for justice and equity. Today’s consumers and workforce are increasingly drawn to organizations that actively oppose discrimination.

Contrary to concerns that addressing injustice might brand a company as an activist, engaging in these issues is fundamentally about upholding justice and equity, not confrontation. The foundation of any institution committed to diversity and inclusion should be to support these values openly.

Neutrality in the face of injustice is, effectively, a form of complicity. Institutions need to evaluate how their stances—or lack thereof—affect all employees, especially those from marginalized backgrounds. Taking proactive steps to address and correct inequities not only contributes to a more just society but also enriches the institution, fostering a genuinely inclusive and engaged organizational culture.

For leaders and organizations dedicated to diversity and inclusion, it is crucial to reject neutrality in favor of actively engaging with the challenges facing our communities and workforce. True change requires the courage to confront and remedy inequities, ensuring that every member of an institution feels valued, heard, and respected.