By Joan Blumenthal, NCOPE
The landscape of diversity, equity, and inclusion (DEI) is shifting rapidly. Legal challenges, corporate backtracking, and political pressures are reshaping how companies approach DEI, which has real implications for job seekers and career professionals.
At a recent DEI panel discussion held on Jan. 31 at the Union League Club of Chicago, experts including Ken Barrett (former chief diversity officer at General Motors) and attorneys Susan H. Rider and Billy Dexter examined these changes and what they mean for businesses and hiring practices.
Legal Challenges Are Reshaping DEI Efforts
New legal battles are forcing companies to reassess their DEI strategies. While recent Supreme Court rulings haven’t directly changed private-sector hiring, they signal a shift in how courts view workplace diversity programs.
Key legal developments include:
-
Faster processing of reverse discrimination claims, requiring companies to be cautious in structuring DEI initiatives.
-
Increased EEOC enforcement, targeting both federal and private-sector contractors.
-
Legal advisors recommending adjustments to DEI programs to reduce legal risks while maintaining diversity commitments.
For career professionals, this means staying informed and helping job seekers evaluate how a company approaches DEI in a shifting legal environment.
Companies Are Scaling Back, But DEI Remains Embedded
Many organizations that made bold racial equity commitments in 2020 are now quietly scaling back. Some, like Visa, have rolled back DEI initiatives in response to legal and political pressures. However, DEI is not disappearing —it’s evolving.
Even as public DEI messaging declines, many companies keep core diversity efforts intact. DEI policies remain crucial for attracting and retaining top talent. The challenge lies in holding companies accountable for meaningful diversity hiring rather than just “checking the box.”
For job seekers, this means carefully assessing which companies are truly committed to diversity and which are merely giving it lip service.
The Shift in Language: How Companies Are Rebranding DEI
As DEI becomes a political flashpoint, some companies are rebranding their initiatives:
-
“Engagement and Belonging”
“Inclusion and Workplace Culture”
-
Expanding employee resource groups (ERGs) to all employees to avoid legal scrutiny.
-
Blind hiring practices (removing names and demographics from resumes) to mitigate bias while staying legally compliant.
These shifts highlight a more subtle, but still essential, approach to DEI.
What Career Professionals Can Do Next
Even as DEI evolves, career professionals must stay ahead of these changes:
-
Keep up with legal developments affecting hiring practices.
-
Advocate for inclusive hiring strategies, such as skills-based assessments.
-
Help job seekers assess a company’s real DEI commitment beyond buzzwords.
-
Educate clients on how shifting language and hiring trends impact their job search.
The panelists made one thing clear: DEI isn’t going away, and it’s changing. Companies that adapt while staying committed will be the ones that thrive.
Want to continue the conversation? Join the discussion on the NRWA forums on Facebook and LinkedIn to stay on top of the latest DEI trends. Coming in April: The business case for DEI and a few practical steps for advocating for it.
________________________________________________________
Let’s Celebrate Women’s Career Successes and Help Eliminate Barriers
By Ruth Sternberg, Watercooler Editor
The World Economic Forum estimates that at the current rate of progress, it will take until 2158, which is roughly five generations from now, to reach full gender parity.
But we can accelerate this timeline.
One way is to highlight inequalities in March, which is Women’s History Month and includes International Women’s Day on March 8.
These commemorations bear related messages: “Moving Forward Together! Women Educating & Inspiring Generations” and “Accelerate Action.” These are opportunities to integrate career-focused initiatives that honor, inspire, educate, and empower women in the workforce.
As career-industry professionals, we can use both occasions to draw attention to the powerful influence of women who have dedicated their lives to education, mentorship, and leadership, reshaping society to honor, inspire, educate, and unite communities. We can call for increased momentum and urgency in addressing systemic professional and personal barriers and biases affecting women.
Here are ways to amplify the message. These can be organized in March, or any time:
Host a "Women Moving Careers Forward" panel or networking event.
-
Feature women leaders in education, mentorship, and career development who have shaped industries. (Get ideas here.)
-
Discuss how mentorship accelerates action in closing gender gaps.
-
Invite students, early-career professionals, and mid-career professionals to connect with established women leaders.
Present a career-advancement workshop.
-
Focus on strategies for career growth, salary negotiation, breaking barriers, and self-advocacy.
-
Highlight women's contributions to career services, education, and mentorship.
-
Offer a "speed mentoring" segment where women professionals provide advice on leadership, education, and career development.
Run an "Inspiring Generations" digital campaign.
-
Feature success stories of women in various fields who have accelerated action for gender equality.
-
Share video clips or written profiles of women mentors and educators who have paved the way for others.
-
Use hashtags like #MovingForwardTogether #AccelerateAction #WomensHistoryMonth2025 #IWD2025 to promote visibility.
Organize a discussion or webinar on how to close the gender pay gap and increase women’s representation in leadership roles. Offer a "Confidence in Negotiation" workshop to help women navigate salary discussions.
-
Offer a “Women in STEM and Skilled Trades: A Spotlight Series.”
-
Highlight women in male-dominated fields to encourage more young women to pursue careers in STEM, trades, and manufacturing.
-
Partner with companies or organizations that are committed to gender equality in hiring.
"Pay It Forward" career mentoring.
-
Encourage successful women professionals to mentor the next generation by sharing career guidance and insights.
-
Set up an ongoing mentorship program that extends beyond Women’s History Month and International Women’s Day.
These efforts align to create more opportunities and can help dismantle career barriers.
