Today, Donald Trump was inaugurated for his second term as President.
For many DEI leaders, this moment comes with a swirl of emotions: concern about potential changes in laws and policies, unease about workplace dynamics with employees who may have differing political views, and uncertainty about the future of DEI work or even your own role.
All these feelings are valid. And while we wish we could provide definitive answers to every question, we can’t. We don’t have a crystal ball, and even if we did, the picture might still be cloudy.
What we do have, however, is insight. Over the past few months, our researchers, experts, and your peers across industries have been analyzing the potential impacts of this administration. And from this collective preparation, three essential truths for DEI leaders have emerged:
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’s timeline of DEI-related decisions reveals a crucial truth:
The “DEI is dead” narrative is largely driven by isolated examples or misrepresented shifts, creating a media frenzy reminiscent of Chicken Little’s warning about the sky falling. But just like in the fable, the sky isn’t falling, and DEI isn’t disappearing.
We know this because we’ve asked. In 2024, Seramount conducted a nationally representative survey of more than 3,000 US white-collar and frontline employees working at companies with at least 500 employees. The results were clear: Despite the so-called DEI backlash, support for inclusion remains strong.
76percent of respondents agreed with the statement “I am committed to helping my company fight racism and injustice within the organization.”
78 percent said it’s very important for their company to be an inclusive organization.
These numbers paint a much brighter picture than recent headlines suggest.
Further insight came from our post-election Employee Voice Sessions (EVSs) 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:
Only 10 percent of CDOs anticipated a high level of disruption to DEI initiatives over the next four years.
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.
The takeaway here? Don’t let the headlines convince you it’s 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’s every reason to believe that meaningful progress will continue.
2. The Work May Have to Pivot
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.
This isn’t 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—it’s not about retreating but adapting to ensure the work survives and thrives.
Depending on your company’s 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.
The reality is that we’re in a period of unpredictability. If we’ve learned one lesson from the past, it’s that agility is key. DEI leaders must remain vigilant and ready to evolve their strategies as new developments unfold.
To help navigate these possible shifts, Seramount researchers have compiled a comprehensive report outlining potential hurdles under the new administration, which you can explore here.
Even with this valuable insight, the path ahead remains uncertain. While we can’t predict every twist and turn, we know that staying informed and prepared for any changes is essential. Seramount’s researchers and experts keep their finger on the pulse, ensuring our partners are equipped to act quickly in response to new developments. Learn moreabout how a Seramount partnership can help you stay ahead of the curve.
3. There Is a Path Forward
The new administration has taken a clear public stance against DEI; there’s 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’s up to us to guide its evolution.
Here are a few immediate suggestions to help you move forward:
Don’t Hold on Too Tightly to Tradition: As we’ve discussed, the way we approach DEI might need to shift. It’s 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 these actionable strategies for continuing DEI work in the face of backlash.
Establish a Close Relationship with Legal/General Counsel: With the political landscape in flux, being prepared is key. If you haven’t 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.
Think Bigger About What DEI Can Be: A surefire way to ensure your DEI programs are here to stay? Redefine DEI for the modern workplace—not as a stand-alone initiative but as a vital driver of business priorities. This could take many forms, from embedding DEI into product development, market expansion, and procurement strategies 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.
At the end of the day, we can’t afford to turn back. The progress we’ve made in DEI didn’t happen overnight—it’s 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’ve weathered storms before, and now, more than ever, we must stay committed to the journey.
The Bottom Line
We’ve been here before—DEI leaders have long been skilled at navigating hostile environments. While the political headwinds may be strong, we can’t afford to let them derail our mission.
Remember: You’re 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.
Yes, today’s 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.
Kayla Haskins is an Associate Director, Product Marketing at Seramount. In this role, she supports DEI Practitioners and Talent Leaders in creating more inclusive workplaces by providing valuable insights and resources through webinars, blog posts, guides, infographics, and more.
With nearly a decade of experience in the technology and non-profit sectors,
Kayla Haskins is an Associate Director, Product Marketing at Seramount. In this role, she supports DEI Practitioners and Talent Leaders in creating more inclusive workplaces by providing valuable insights and resources through webinars, blog posts, guides, infographics, and more.
With nearly a decade of experience in the technology and non-profit sectors, Kayla excels in translating complex ideas into clear, actionable concepts. She is passionate about storytelling and is dedicated to addressing today’s most pressing workplace issues to drive meaningful impact.
Kayla holds a degree in English and Creative Writing from Dickinson College. She lives in Silver Spring, MD with her partner, Nick, and their dog, Zero. In her free time, she enjoys hiking, reading, and spending time with family and friends.
