The Future of DEI
Trump's recent action of closing federal diversity, equity, and inclusion (DEI) offices and his recent EEOC acting chair appointment of Andrea R. Lucas will reframe the future of DEI. HR leaders should think about not just one but how both of these actions impact the other.
What do these actions mean for DEI programs across public and private sectors? I believe DEI is here to stay, but changes are coming. Here are ways your organization can prepare.
Stay informed and take notice. With a new acting chair, EEOC scrutiny may focus more on individual than group rights. In EEOC's press release of Andrea Lucas's appointment, the EEOC included a direct quote from Andrea, "Our employment civil rights laws are a matter of individual rights. We must reject the twin lies of identity politics: that justice is measured by group outcomes and that civil rights exist solely to remedy harms against certain groups."
Her statement doesn't mean you forget about other protected classes. Protected classes are still very much valid in the courtroom. Be sure to pay attention to how current and future EEOC court challenges play out.
Once you're informed, audit current DEI initiatives and training programs. Your audit should include recruitment, performance management, pay equity, and leave and accommodation policies. Ensure internal and external hiring practices are merit-based and all policies comply with federal anti-discrimination laws.
Don't forget about your local and state laws. Federal EEOC priorities and positions on discrimination may not always align with state and regional ones.
Collect current demographic data and gauge how your employees feel in the current environment. You will need a way to establish a baseline, identify gaps, and track the performance and success of changes made. Employee surveys or focus groups are a great tool to understand how your employees feel and what resonates with them. Surveys and focus groups allow employees to be heard and included in the planning process. Focus groups and surveys are most effective when employees see the organization's actions reflect the feedback given, and it needs to be timely. Let's not forget about those leaders! Leaders play a key role in driving policy.
In light of recent actions taken by the Trump administration organizations must proactively reassess. Understanding the shift towards a focus on individual rights and the implications for group outcomes is crucial. Conducting thorough audits of recruitment, performance management, and compliance with both federal and state laws will be essential. Additionally, gathering employee feedback through surveys and focus groups can help establish a baseline for diversity and inclusion efforts. As we move towards 2025, organizations should be prepared for significant changes and prioritize actions that reflect the voices of their employees while ensuring compliance with evolving standards.
