Learning from the Backlash: What the Attacks on Hello Alice and the Fearless Fund Reveal About the Challenges of DEI in the Workplace

Arian Simone, CEO & Founder of Fearless Fund alongside Elizabeth Gore, President & Co Founder of Hello Alice

In recent months, two prominent organizations focused on supporting underrepresented entrepreneurs - Hello Alice and the Fearless Fund - have faced significant backlash and criticism for their DEI efforts. Hello Alice, a platform that provides resources and funding for small businesses, was targeted by conservative media outlets and commentators for its grants and programs specifically designed to support women, people of color, and other underrepresented founders. Similarly, the Fearless Fund, a venture capital firm that invests in businesses led by women of color, has been accused of "reverse discrimination."

The attacks on these organizations are troubling not just because they undermine vital support for underrepresented entrepreneurs, but because they reflect a larger pattern of resistance and backlash to DEI efforts in the business world. As more companies and institutions have embraced DEI as a priority in recent years, there has been a growing counter-narrative that frames these efforts as a form of discrimination against dominant groups. This backlash often relies on a fundamental misunderstanding of what DEI actually entails, as well as a denial of the very real barriers and biases that underrepresented groups face in the workplace.

The critiques leveled at Hello Alice and the Fearless Fund are a prime example of this dynamic. Opponents argue that by specifically targeting resources and support to underrepresented founders, these organizations are engaging in a form of discrimination that unfairly disadvantages others. However, this framing ignores the historical and ongoing realities of systemic bias in the business world. Women and people of color have long faced significant barriers to accessing capital, networks, and other resources necessary for entrepreneurial success. Programs like those offered by Hello Alice and the Fearless Fund are not about giving "special treatment" to marginalized groups, but about leveling the playing field and correcting for centuries of exclusion and disadvantage.

Moreover, the idea that supporting underrepresented founders somehow takes away opportunities from white men is a classic example of zero-sum thinking that fails to recognize the benefits of diversity for everyone. Research has consistently shown that diverse teams and organizations outperform homogeneous ones on a range of metrics, from innovation and problem-solving to financial performance. By investing in and empowering a wider range of entrepreneurs, Hello Alice and the Fearless Fund are not just promoting equity, but helping to build a stronger, more dynamic, and more resilient business ecosystem for all.

The backlash against these organizations also highlights the challenges and limitations of DEI efforts that focus primarily on supporting underrepresented groups without addressing the larger cultures and systems in which they operate. While targeted programs and resources are important, they are not sufficient on their own to create truly inclusive and equitable workplaces. Companies and institutions must also do the deeper work of examining and transforming the underlying biases, norms, and power structures that perpetuate disadvantage and exclusion.

This work is difficult and often uncomfortable, as it requires dominant groups to confront their own privilege and complicity in oppressive systems. It demands a willingness to listen to and center the experiences and perspectives of those who have been marginalized, even when those perspectives challenge the status quo. And it necessitates a commitment to ongoing learning, growth, and accountability, recognizing that building truly inclusive organizations is a lifelong journey rather than a one-time initiative.

The attacks on Hello Alice and the Fearless Fund are a sobering reminder of the resistance and backlash that often accompany efforts to promote diversity, equity, and inclusion in the business world. However, they are also an opportunity to reaffirm the importance and urgency of this work. By understanding and challenging the flawed assumptions and zero-sum thinking behind this backlash, we can more effectively advocate for and implement DEI strategies that create meaningful change. And by committing to the deep, systemic work of building cultures of equity and belonging, we can create workplaces and entrepreneurial ecosystems that truly empower and benefit all. The road ahead may be difficult, but the rewards - for our businesses, our communities, and our society as a whole - are more than worth the struggle.