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Effects of Policy Changes: Immediate Impact on DEI Communications

May 2025
Topics DEI: Strategy, Measurement & Leadership

Anti-DEI executive orders and the Equal Employment Opportunity Commission guidelines have shifted the landscape of DEI. This one-pager will be regularly updated to provide current information on the policy changes affecting DEI Communications.

Effects of Policy Changes: Immediate Impact for DEI Communications See Seramount’s Effective Communications Strategies During Times of Crisis guide for additional information on how organizations should approach communications. Seramount’s Federal Policy, Strategy, and Crisis Communication Resource Center helps leaders navigate the evolving landscape of workplace inclusion amid shifting legal, political, and social challenges. DEI Communications During Times of Crisis In volatile times—especially following political actions such as the US executive orders that target DEI efforts—DEI communications must be intentional and risk-sensitive. Joshua Galper, founding partner at Trident GMG, challenges organizations to view the risk of leaking internal communications as an opportunity. Companies should use this chance to share “the message they want to broadcast and ensure it’s a delivery mechanism to reach the stakeholders that matter.” Reframe Without Retreating: To enhance the company culture, continue to focus on the employee experience, community building, and belonging efforts. Reimagine the Strategy: Connect the inclusion strategy to business outcomes and company values. This should follow a data-informed and skill-driven framework. Reconfigure Strategic Communications: Focus on highlighting outcomes, communicating impact, and inclusive wins that are tied to the business. Redefine Accountability in New and Different Ways: Determine what guidelines are required for all employees to be responsible for upholding the desired company culture. Rewrite Your Narrative: Prepare your inclusion strategy for the future by emphasizing connections to the business goals that promote day-to-day engagement and support. The anti-DEI executive orders and new Equal Employment Opportunity Commission (EEOC) DEI guidelines have shifted the landscape of how organizations traditionally have approached DEI. With these new policy changes, protected characteristics cannot influence employment decisions. Additionally, DEI practices that disproportionately favor or disadvantage specific groups could lead to claims of discrimination or hostile work environments. Organizations must ensure that DEI communication
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