In the wake of political shifts and regulatory challenges, companies are rethinking their diversity, equity, and inclusion (DEI) efforts—rebranding rather than abandoning them. While President Trump’s executive orders targeted government DEI programs, private companies are finding ways to continue their initiatives, albeit under different labels.
The Shift In Corporate Strategy
Google’s recent decision to eliminate its DEI hiring goals and rebrand its diversity chief role as VP of Googler Engagement marks a broader trend across Silicon Valley and beyond. Companies are now distancing themselves from the DEI acronym, which has become politically charged, especially after the Supreme Court’s ruling against affirmative action in 2023.
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As tech giants like Amazon and JPMorgan shift their focus, terms like “opportunity” and “belonging” are replacing “equity” and “inclusion.” Even Walmart moved away from DEI in favor of “Walmart for everyone.”
The Backlash And Rebranding
Joelle Emerson, a consultant who once championed DEI, shifted her firm’s messaging to focus on “inclusive, high-performance culture” rather than diversity. Other firms, like Brij The Gap, have also distanced themselves from DEI, noting that some clients have slashed DEI budgets by up to 90% since 2023.
This rebranding reflects broader corporate efforts to avoid the backlash tied to the term DEI, while still pushing for diversity and fairness. For instance, Amazon streamlined its DEI programs, cutting those with less impact and doubling down on those that showed results.
Navigating Legal And Cultural Sensitivities
The political landscape has made companies more cautious, especially with Trump’s executive orders threatening legal action against DEI programs. As a result, firms are shifting focus to workplace experiences and inclusive cultures, rather than just ticking boxes on diversity metrics.
However, despite the rebranding, DEI remains an essential aspect of corporate culture. Studies show that the majority of workers still view diversity efforts positively, with 86% supporting increased diversity in the workplace. Companies are working to balance these sentiments while avoiding the pitfalls of performative actions that lack real impact.
The Road Ahead
Experts suggest that companies must now focus on more substantive changes rather than symbolic gestures. This includes reassessing diversity reports and revising recruitment processes to reflect broader definitions of diversity, such as background and experience, rather than just ethnicity or gender.
In the face of uncertainty, experts agree that the work must continue. “DEI isn’t just an acronym,” said Fran Harris, an entrepreneur at SXSW. “It’s about ensuring equal opportunities for all.” By rethinking language and strategy, companies can navigate the evolving DEI landscape while staying committed to creating inclusive, fair workplaces.
