What a Second Presidential Term for Donald Trump Means for DEI<\/em><\/a><\/h2>\n\n<\/div>\n <\/div>\n <\/div>\n \n \n <\/div>\n <\/div>\n <\/div>\n<\/div><\/div>\n\n\n\n1. DEI Still Matters<\/h2>\n\n\n\n
Contrary to the narrative that dominated much of 2024, DEI is not going away. While headlines have focused on a handful of companies scaling back their DEI commitments, they are the exception, not the rule. A closer look at HR Dive\u2019s timeline<\/a> of DEI-related decisions reveals a crucial truth:<\/p>\n\n\n\nThe \u201cDEI is dead\u201d narrative is largely driven by isolated examples or misrepresented shifts, creating a media frenzy reminiscent of Chicken Little\u2019s warning about the sky falling. But just like in the fable, the sky isn\u2019t falling, and DEI isn\u2019t disappearing.<\/p>\n\n\n\n
We know this because we\u2019ve asked. In 2024, Seramount conducted a nationally representative survey<\/a> of more than 3,000 US white-collar and frontline employees working at companies with at least 500 employees. The results<\/a> were clear: Despite the so-called DEI backlash, support for inclusion remains strong.<\/p>\n\n\n\n\n- 76 percent of respondents agreed with the statement \u201cI am committed to helping my company fight racism and injustice within the organization.\u201d<\/li>\n\n\n\n
- 78 percent said it\u2019s very important for their company to be an inclusive organization.<\/li>\n<\/ul>\n\n\n\n
These numbers paint a much brighter picture than recent headlines suggest.<\/p>\n\n\n\n
Further insight came from our post-election Employee Voice Sessions (EVSs)<\/a> held with Chief Diversity Officers (CDOs) and DEI leaders shortly after the election. These confidential sessions revealed that most organizations remain steadfast in their DEI efforts:<\/p>\n\n\n\n\n- Only 10 percent of CDOs anticipated a high level of disruption to DEI initiatives over the next four years.<\/li>\n\n\n\n
- A significant 74 percent described their CEOs as very or extremely supportive of DEI, with 63 percent believing that support would remain unchanged by the election.<\/li>\n<\/ul>\n\n\n\n
The takeaway here? Don\u2019t let the headlines convince you it\u2019s all doom and gloom. The reality is far more encouraging: Most organizations are staying the course. Things may evolve, but DEI is not going anywhere. And with strong employee support and executive buy-in, there\u2019s every reason to believe that meaningful progress will continue.<\/p>\n\n\n\n
2. The Work May Have to Pivot<\/h2>\n\n\n\n
In our post-election EVS, 47 percent of DEI leaders reported feeling the impact of the DEI backlash. These effects primarily centered on adapting language, mitigating legal risks, and reducing external communications.<\/p>\n\n\n\n
This isn\u2019t surprising. Anti-DEI activists such as Robby Starbuck have made vocal organizations prime targets, creating a tough choice for DEI leaders: Speak out and risk backlash, or stay quieter externally while continuing the work behind the scenes. For many, the latter approach has become a strategic necessity\u2014it\u2019s not about retreating but adapting to ensure the work survives and thrives.<\/p>\n\n\n\n
Depending on your company\u2019s culture and leadership priorities, some level of change may be inevitable. For instance, you may find it necessary to reevaluate the language used in your DEI communications, ensuring that your messaging remains aligned with your values while minimizing conflict. In other cases, there might be a stronger emphasis on internal DEI initiatives rather than external visibility, helping to protect progress during turbulent times without jeopardizing organizational goals.<\/p>\n\n\n\nThe reality is that we\u2019re in a period of unpredictability. If we\u2019ve learned one lesson from the past, it\u2019s that agility is key. DEI leaders must remain vigilant and ready to evolve their strategies as new developments unfold.<\/em><\/p><\/blockquote><\/figure>\n\n\n\nTo help navigate these possible shifts, Seramount researchers have compiled a comprehensive report<\/a> outlining potential hurdles under the new administration, which you can explore here<\/a>.<\/p>\n\n\n\nEven with this valuable insight, the path ahead remains uncertain. While we can\u2019t predict every twist and turn, we know that staying informed and prepared for any changes is essential. Seramount\u2019s researchers and experts keep their finger on the pulse, ensuring our partners are equipped to act quickly in response to new developments. Learn more<\/em><\/a> about how a <\/em>Seramount partnership<\/em><\/a> can help you stay ahead of the curve.<\/em><\/p>\n\n\n\n3. There Is a Path Forward<\/h2>\n\n\n\n
The new administration has taken a clear public stance against DEI; there\u2019s no sugarcoating that reality. But while this creates real challenges, it doesn’t change a fundamental truth: The future of DEI is still in our hands, and it\u2019s up to us to guide its evolution.<\/p>\n\n\n\n
Here are a few immediate suggestions to help you move forward:<\/p>\n\n\n\n
\n- Don\u2019t Hold on Too Tightly to Tradition:<\/strong> As we\u2019ve discussed, the way we approach DEI might need to shift. It\u2019s important to stay focused on the end goal rather than becoming overly attached to traditional frameworks, titles, or pillars. Creativity and adaptability will be essential as we move forward and redefine what DEI can achieve. Looking for a place to start? Check out <\/em>these actionable strategies<\/em><\/a> for continuing DEI work in the face of backlash.<\/em><\/li>\n\n\n\n
- Establish a Close Relationship with Legal\/General Counsel:<\/strong> With the political landscape in flux, being prepared is key. If you haven\u2019t already done so, develop a strong relationship with your legal or general counsel team. Having a trusted partner will allow you to quickly navigate potential legal risks and ensure your DEI work stays on track as new developments unfold.<\/li>\n\n\n\n
- Think Bigger About What DEI Can Be:<\/strong> A surefire way to ensure your DEI programs are here to stay? Redefine DEI for the modern workplace<\/a>\u2014not as a stand-alone initiative but as a vital driver of business priorities. This could take many forms, from embedding DEI into product development<\/a>, market expansion, and procurement strategies<\/a> to fostering cross-department collaboration that amplifies its impact. Or it might involve embracing additional dimensions of DEI (such as ageism or accessibility) that are less likely to be subject to political scrutiny.<\/li>\n<\/ul>\n\n\n\n
At the end of the day, we can\u2019t afford to turn back. The progress we\u2019ve made in DEI didn\u2019t happen overnight\u2014it\u2019s the result of years of hard work, pushing forward even in the face of resistance. The road ahead might not always be straight or easy, but we\u2019ve weathered storms before, and now, more than ever, we must stay committed to the journey.<\/p>\n\n\n\n
The Bottom Line<\/strong><\/h2>\n\n\n\nWe\u2019ve been here before\u2014DEI leaders have long been skilled at navigating hostile environments. While the political headwinds may be strong, we can\u2019t afford to let them derail our mission.<\/p>\n\n\n\n
Remember: You\u2019re not alone in this work. With support from internal champions, peer networks, and partners such as Seramount, we can continue advancing inclusion, even if the journey looks different than before.<\/p>\n\n\n\n
Yes, today\u2019s inauguration may call for a moment to pause and process the shift in power, but tomorrow we dust off the playbook and get back to work.<\/p>\n\n\n\n![\"What](\"https:\/\/seramount.com\/wp-content\/uploads\/2025\/01\/blog-cover.png\")
<\/a><\/figure>\n\n\n\n
1. DEI Still Matters<\/h2>\n\n\n\n
Contrary to the narrative that dominated much of 2024, DEI is not going away. While headlines have focused on a handful of companies scaling back their DEI commitments, they are the exception, not the rule. A closer look at HR Dive\u2019s timeline<\/a> of DEI-related decisions reveals a crucial truth:<\/p>\n\n\n\n The \u201cDEI is dead\u201d narrative is largely driven by isolated examples or misrepresented shifts, creating a media frenzy reminiscent of Chicken Little\u2019s warning about the sky falling. But just like in the fable, the sky isn\u2019t falling, and DEI isn\u2019t disappearing.<\/p>\n\n\n\n We know this because we\u2019ve asked. In 2024, Seramount conducted a nationally representative survey<\/a> of more than 3,000 US white-collar and frontline employees working at companies with at least 500 employees. The results<\/a> were clear: Despite the so-called DEI backlash, support for inclusion remains strong.<\/p>\n\n\n\n These numbers paint a much brighter picture than recent headlines suggest.<\/p>\n\n\n\n Further insight came from our post-election Employee Voice Sessions (EVSs)<\/a> held with Chief Diversity Officers (CDOs) and DEI leaders shortly after the election. These confidential sessions revealed that most organizations remain steadfast in their DEI efforts:<\/p>\n\n\n\n The takeaway here? Don\u2019t let the headlines convince you it\u2019s all doom and gloom. The reality is far more encouraging: Most organizations are staying the course. Things may evolve, but DEI is not going anywhere. And with strong employee support and executive buy-in, there\u2019s every reason to believe that meaningful progress will continue.<\/p>\n\n\n\n In our post-election EVS, 47 percent of DEI leaders reported feeling the impact of the DEI backlash. These effects primarily centered on adapting language, mitigating legal risks, and reducing external communications.<\/p>\n\n\n\n This isn\u2019t surprising. Anti-DEI activists such as Robby Starbuck have made vocal organizations prime targets, creating a tough choice for DEI leaders: Speak out and risk backlash, or stay quieter externally while continuing the work behind the scenes. For many, the latter approach has become a strategic necessity\u2014it\u2019s not about retreating but adapting to ensure the work survives and thrives.<\/p>\n\n\n\n Depending on your company\u2019s culture and leadership priorities, some level of change may be inevitable. For instance, you may find it necessary to reevaluate the language used in your DEI communications, ensuring that your messaging remains aligned with your values while minimizing conflict. In other cases, there might be a stronger emphasis on internal DEI initiatives rather than external visibility, helping to protect progress during turbulent times without jeopardizing organizational goals.<\/p>\n\n\n\n The reality is that we\u2019re in a period of unpredictability. If we\u2019ve learned one lesson from the past, it\u2019s that agility is key. DEI leaders must remain vigilant and ready to evolve their strategies as new developments unfold.<\/em><\/p><\/blockquote><\/figure>\n\n\n\n To help navigate these possible shifts, Seramount researchers have compiled a comprehensive report<\/a> outlining potential hurdles under the new administration, which you can explore here<\/a>.<\/p>\n\n\n\n Even with this valuable insight, the path ahead remains uncertain. While we can\u2019t predict every twist and turn, we know that staying informed and prepared for any changes is essential. Seramount\u2019s researchers and experts keep their finger on the pulse, ensuring our partners are equipped to act quickly in response to new developments. Learn more<\/em><\/a> about how a <\/em>Seramount partnership<\/em><\/a> can help you stay ahead of the curve.<\/em><\/p>\n\n\n\n The new administration has taken a clear public stance against DEI; there\u2019s no sugarcoating that reality. But while this creates real challenges, it doesn’t change a fundamental truth: The future of DEI is still in our hands, and it\u2019s up to us to guide its evolution.<\/p>\n\n\n\n Here are a few immediate suggestions to help you move forward:<\/p>\n\n\n\n At the end of the day, we can\u2019t afford to turn back. The progress we\u2019ve made in DEI didn\u2019t happen overnight\u2014it\u2019s the result of years of hard work, pushing forward even in the face of resistance. The road ahead might not always be straight or easy, but we\u2019ve weathered storms before, and now, more than ever, we must stay committed to the journey.<\/p>\n\n\n\n We\u2019ve been here before\u2014DEI leaders have long been skilled at navigating hostile environments. While the political headwinds may be strong, we can\u2019t afford to let them derail our mission.<\/p>\n\n\n\n Remember: You\u2019re not alone in this work. With support from internal champions, peer networks, and partners such as Seramount, we can continue advancing inclusion, even if the journey looks different than before.<\/p>\n\n\n\n Yes, today\u2019s inauguration may call for a moment to pause and process the shift in power, but tomorrow we dust off the playbook and get back to work.<\/p>\n\n\n\n\n
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2. The Work May Have to Pivot<\/h2>\n\n\n\n
3. There Is a Path Forward<\/h2>\n\n\n\n
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The Bottom Line<\/strong><\/h2>\n\n\n\n
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