The future of DEI+ work in a second Trump administration

Join us for an engaging webinar that explores the intersection of Donald Trump's policies and their impact on Diversity, Equity, and Inclusion (DEI) initiatives. This session will provide an analysis of how the next Trump administration might influence DEI frameworks at work.

How can organizations protect the important work toward inclusion that has been so far? These are questions we’ve been asking ourselves. On December 12, 2024 we’re hosting a discussion looking at what the legal challenges are and might be, and what the history of social movements tells us about a next phase of this work. Our goal is to help you identify how teams and organizations can build and sustain DEI+ efforts moving forward.

Expert panelists will discuss key topics including policy changes, public perception of DEI, and the long-term implications for businesses and communities. Attendees will gain insights into navigating the evolving landscape of DEI in the next Trump era, with practical strategies for fostering inclusive environments.

Whether you are a DEI practitioner, business leader, or simply interested in understanding the broader implications of political leadership on inclusivity efforts, this webinar will offer valuable perspectives and encourage thoughtful dialogue.

Webinar Summary (ICYMI)

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Our webinar outlined strategies for preserving and advancing Diversity, Equity, Inclusion, and Accessibility (DEI+) initiatives in the face of evolving sociopolitical challenges, particularly under a potential second Trump administration. DEI+ efforts are positioned as essential to disrupting the status quo and fostering fairness. The benefits of DEI+ include improved decision-making, increased innovation, higher financial performance, and enhanced employee retention. However, these efforts face significant threats, including prior executive orders banning "race or sex stereotyping," legal cases, state-level legislation targeting DEI+ in education and workplaces, and proposed measures like the "Dismantle DEI Act of 2024" and Project 2025 recommendations.

To navigate these challenges, the presentation emphasizes nuanced planning and the need for detailed legal risk assessments. It advocates for aligning DEI+ practices with performance evaluations and promotions while de-biasing systems related to hiring, retention, and promotion. Universal frameworks such as emotional intelligence, psychological safety, and cultural competence are presented as tools for building inclusive cultures that benefit everyone, avoiding perceptions of favoritism.

The short-term strategies focus on reinforcing the organizational mission and business goals behind DEI+ initiatives. Organizations are advised to avoid polarizing language, prioritize engaging allies, sustain effective practices, and maintain networks of support. Reframing DEI+ efforts to emphasize sustainability and incremental progress is recommended to ensure long-term impact. Securing DEI+ initiatives involves universalizing principles, skills-building, and embedding inclusive practices into workplace culture.

Finally, we highlight the importance of regularly updating DEI+ strategies to mitigate risks, implementing skills-building initiatives, and conducting assessments to identify and address gaps. By reframing and adapting DEI+ approaches to the current sociopolitical landscape, organizations can continue to foster inclusive, high-performing workplace cultures that align with their mission and values.