The landscape and debate around Diversity, Equity, and Inclusion (DEI) have undergone a seismic shift. From political pushback to intensified legal scrutiny and evolving workplace expectations, organizations are at a crossroads. Many companies are asking themselves, should we fundamentally change the nature of our DEI work? Do we need to shift how we present our commitments externally? Should we evolve our existing programs or trainings? And what will be the impacts of these decisions on our employees, customers, public perception, and bottom line?
It’s important to note that many organizations are not opting to change their approach, and indeed, some are doubling down on their work. Others are maintaining an internal commitment, or “quiet continuity,” while staying the course with existing programs. In fact, among the S&P 500 firms, 79% disclosed board committee oversight of DEI, despite over half adjusting how they communicated DEI efforts in 2025 annual security filings.
For those employers who are making adjustments, here’s how some are recalibrating their approaches to DEI.
Reframing and Renaming DEI
Many firms are shifting away from overt “DEI” branding and refocusing on more universally resonant language like fairness, inclusion, or leveling the field.
- Some companies are reframing DEI initiatives under broader terms that avoid political controversy while signaling inclusive values.
- For example, this has involved moving away from words such as diversity or equity to language emphasizing inclusion and belonging, culture, or employee engagement as part of their core values.
- According to a recent survey, 78 percent of responding C-suite executives said that they are “rebranding” their DEI programs by using different language to describe their efforts.
Cultivating Inclusive Culture and Psychological Safety
Consistent with an increased focus on inclusion and belonging, many companies are investing in environments where employees feel genuinely seen and heard.
- Emphasis is growing on psychological safety and trust. This includes encouraging open dialogue and responding promptly when employees raise concerns or questions—particularly if inclusion-damaging issues like harassment, bias, or discrimination are involved.
- Ensuring leaders model emotional intelligence, curiosity toward all employees, and even inclusive meeting practices can also foster a culture of belonging and inclusion.
Anchoring DEI in Business Goals and Outcomes
Rather than treating DEI as a standalone initiative or department, some organizations are embedding the work within other business goals.
- Some organizations are integrating DEI-like principles into their broader operations.
- Reframing DEI as a strategic imperative, one that is linked to innovation, employee engagement, and customer satisfaction, has helped some organizations combat skepticism and align these efforts with business performance metrics.
- Other companies are building decision-making frameworks across the business that promote both fairness and effective outcomes.
Moving the DEI Needle by Focusing on Process Improvement
Research has shown that efforts to improve regular business processes can organically lead to more diverse and inclusive workforces.
- For example, improving performance management systems to provide fairer and more robust feedback for all employees, rethinking job referral, training, benefits, or mentoring programs, or even reimagining product or process innovation programs, can drive employee engagement and inclusion, improve fairness and employee retention, and attract a wide variety of new hires to the organization.
- According to a recent study, “A growing body of evidence suggests that many management innovations designed to improve performance actually boost workforce diversity in the bargain… Diversity isn’t the goal—but it is a natural by-product.”
Reducing Legal Risk via Compliance and Documentation
Legal headwinds now greatly influence DEI strategy design and execution and are at the forefront of many HR leaders’ minds.
- Employers face increased scrutiny of DEI initiatives, particularly in light of recent Executive Orders, the Department of Justice’s Civil Rights Fraud Initiative, and DOJ’s DEI guidance, all focused on the DEI programs of federally funded organizations.
- Some firms are minimizing exposure by quietly continuing some DEI efforts without highlighting them publicly, or by aligning language to avoid triggering legal challenges.
- Many are confirming that company policies and practices are aligned with applicable anti-discrimination laws; for example, avoiding hiring quotas, ensuring selection for mentorship or training programs are not based on protected characteristics, and more.
Leaning on Employee Groups
While public commitments may shift, some organizations continue to use internal structures like ERGs and other support networks to sustain progress.
- For many organizations, Employee Resource Groups (ERGs) are increasingly vital. They can foster belonging, community, and value for employees to help sustain a positive workplace culture.
- In light of DOJ legal guidance warning that designating spaces, resources, or funding only to certain employees (e.g., those who share certain identity characteristics) may be unlawful, some organizations will be revisiting ERG membership and program criteria.
Pursuing Diversity Through Skills-Based Hiring and Wider Candidate Pools
Many employers who previously maintained hiring goals or efforts that focused on certain underrepresented groups are moving toward merit-based hiring paired with broadened talent pipelines.
- Some organizations are using skills-based hiring, and redefining talent evaluation, to tap into a diverse pool of candidates without triggering discrimination concerns.
- Other organizations are experimenting with socioeconomic class-based equity approaches, sidestepping more controversial identity-based efforts while addressing systemic disadvantages.
The Role of Training in Navigating Changing Approaches to DEI
In this moment of turbulence, DEI isn’t fading; rather, it’s being transformed. Forward-thinking organizations are moving toward integrated, values-based approaches that promote fairness and authentic inclusion while preventing discrimination. To support this work, training employees and leaders is critical—and choosing the right training is more important than ever.
Employers should approach workplace training with legal awareness and strategic care. Core training in anti-discrimination, harassment prevention, and reasonable accommodations remains essential for both EEO and state training law compliance and legally sound. Organizations looking to deploy DEI or implicit bias trainings are reviewing their trainings to ensure they don’t contain language that demeans, blames, or stereotypes any demographic group, and that participation is not mandatory for only certain employees based on their race, gender, or other protected characteristics, as such approaches have been flagged by the DOJ as problematic. Indeed, from a learning perspective, promoting guilt, shame, or scapegoating, or endorsing stereotypes about any group of individuals, are practices that have been demonstrated to inhibit training efficacy and make learning difficult.
In this dynamic landscape, there is a continued need for demonstrating the importance of inclusion in workplaces of all shapes and sizes through impactful training. Everfi’s Diversity, Equity, and Inclusion courses cover topics such as building inclusion and belonging, avoiding harmful stereotypes, navigating employees’ differences, and leading inclusive teams in a positive, engaging, interactive, and lasting manner with skill-building at its core. Learn how you can leverage this training to improve your workplace culture by requesting a demo today.