DEI is Evolving, not Disappearing.
This article is part of Finding the Words, a newsletter that delivers practical insights on the day’s issues.
There is power in numbers when it comes to diversity, equity, and inclusion initiatives. So, when the headlines about major companies and brands pulling back on those commitments increase, it's natural to perceive that DEI is dying, and it's natural to question if your organization should pull back, too.
However, headlines don't tell the whole story, and there's a lot more to the story that's worth understanding.
According to Paradigm's new 2025 DEI Benchmarking Report, released last week, diversity, equity, and inclusion efforts are evolving, but not disappearing. Their latest research, which surveyed senior leaders from 443 organizations across industries and company sizes in March 2025, shows a nuanced shift in how organizations approach their goals and commitments—and offers a positive reminder to look closer at your own programs: not to reduce but to increase the importance and impact of these initiatives.
The research is well-timed, as I've heard an increasing number of foundation and nonprofit executives ask me in recent weeks for guidance on how to change public-facing language and adjust publicly-documented DEI commitments, so as not to place undue risk on people, mission, and organizational sustainability.
Not surprisingly, one question I hear as the throughline in all of these conversations comes back to the numbers: "What are others doing?"
When threats increase, it's natural to want to know that your organization is not going it alone. The good news from this latest survey is that plenty of powerful efforts remain full-steam ahead.
Here's a summary of what the research uncovered:
While "the numbers" that many organizations have been publicly tracking and reporting since 2020 are changing, their efforts are not disappearing. In the months immediately following George Floyd's murder, companies publicized aggressive commitments to increase the diversity of their staff. These so-called "representation goals" are the most scrutinized under this Administration. As a result, companies are walking away from them in favor of evolved goals designed to level playing fields rather than lift representative audiences. The work is still there, and it is improving in nature.
Organizations are choosing to rebrand and reposition DEI programs, not put an end to them. Words hold meaning and are important to the work, but companies recognize they don't want the work to suffer because of the words. As a result, 39% of organizations are proactively changing how they talk about the work. So, while some diversity and equity programs are being rebranded as mission advancement or talent management programs, the work remains essential and ongoing.
Selective programs are put on hold in favor of programs open to all. As companies evaluate what's working and what needs further improvement, several surveyed noted putting a hold on programs that specifically support underrepresented talent, such as internship or career development efforts, in favor of promoting programs available to all.
While many companies are evolving their efforts, research clearly shows that DEI efforts are NOT being put on the sidelines. In fact, 85% of executives report being just as committed or more committed to their DEI efforts, particularly efforts that build a representative workforce and foster an inclusive culture.
Among the actions that executives are actually taking, according to the survey:
90% of companies are providing manager enablement trainings
90% are investing in more inclusive decision-making processes
90% are casting a wide net to support diverse recruiting efforts
90% are continuing to support employee resource groups
94% are offering benefits for disabled employees that go beyond what is required by law
96% are continuing to provide transgender-inclusive healthcare benefits
95% are offering mental health benefits
96% are maintaining parental leave benefits
So, while the headlines may lead you to believe that DEI is dying, look closer, and you'll see that most organizations remain just as committed to their core commitments, even as pressures mount.
Bottom line: Look beyond the headlines. You'll find positive actions and adjustments being made to keep DEI efforts on track and moving forward—and excellent inspiration to keep your efforts moving forward, too.
This post is part of the Finding The Words column, a series published every Wednesday that delivers a dose of communication insights direct to your inbox. If you like what you read, we hope you’ll subscribe to ensure you receive this each week.
