Employers are entering an unprecedented age of instability. Trump's previous policies, and the plans laid out in Project 2025, give us a preview of what's in store. The incoming administration will likely ban DEI language and training in the federal government while undermining the Equal Employment Opportunity Commission's ability to enforce civil rights protections and track minority employment. It will likely try to revoke protections for LGBTQ employees and implement religious exemptions to antidiscrimination laws.
Amid these challenges, DEI is ripe for reinvention. Organizations will need new strategies for creating stable environments, supporting their employees, and maintaining strong cultures. It's useful to think of DEI as a set of tools designed to achieve clear outcomes: reducing discrimination, mitigating its harmful effects, and creating a workplace culture that sets employees up to succeed.
DEI has been easy to attack partly because there's little agreement on what it actually is. DEI has become a Rorschach test, viewed through the lens of each person's priorities and fears. By focusing on the intersection of data and culture, leaders can develop new approaches for achieving these goals.
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