Did You Forget to Update All Things DEI?
Can you believe that we’re in the middle of Q3?! There was so much happening in the beginning of the year with multiple Executive Orders and changes that perhaps you forgot to update your Diversity, Equity, and Inclusion (DEI) policies and programs to align with the new administration. Don’t fret, you still have time before the end of the year! Given this administration’s shift in DEI policies, we want to help you navigate these changes, maintain compliance, and attract strong talent. Here are several practical things to consider:
Assess your current DEI programs: You may want to consider rebranding or restructuring your efforts to focus on fairness, belonging, access, and opportunity rather than using politically charged terminology, like diversity and equity. This allows organizations to maintain their commitment to inclusiveness while reducing potential scrutiny.
Closely monitor Executive Orders (EO) and legal rulings: Many anti-DEI regulations have been temporarily blocked by federal judges, which indicates ongoing legal battles. Here’s a helpful link summarizing the EO’s, including by state and topic: 2025 Administration Actions: Key Executive Orders and Policies
EEO Statements in Handbook / Websites / Job Postings: Take a look at your polices, websites, and taglines to ensure they meet EEOC guidelines and that they do not include unnecessary language or verbiage about DEI goals or objectives. Don’t forget that disability and Veteran status remain areas where various laws and reporting are still required. Also, if you have more than 15 employees, be sure your ADA policy is up to date and that your managers are trained to identify an accommodation request. There should be an interactive process in place.
Mitigating legal risk: Scaling back DEI initiatives could expose companies to discrimination claims, so it’s best to seek professional guidance before making significant changes. Organizations face risks in numerous ways including legal challenges, talent acquisition, financial costs, employee trust, and market reputation, including social media reaction.
Utilize Change Management: Put a comprehensive change management plan together using a variety of media to explain your ‘why’ for making changes. Be prepared to combat negativity to some or all of the proposed changes. Identify and explain the benefits to the organization throughout the year.
Want to chat? Our HR Team at BOOST LLC is here to help you. Please send an email to [email protected] and we’ll help you get things done.
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