Practitioners, staff, faculty, and administrators alike are being impacted by a culture war in the US where visible, conservative forces continue to challenge the existence of diversity, equity, and inclusion (DEI) units. As such, responses to navigating the onslaught of anti-DEI bills, expectations, and practices must include not only systemic responses to such legislation but also deeply human ones. In this article, the authors offer four recommendations to help administrations and practitioners--those charged with DEI work and those interested in education equity--respond to DEI attacks so they will have a proactive defense for the necessity of DEI programs and not be caught by surprise by swift legislative moves and community outcry.