By Hadi Brenjekjy
Let’s Be Honest: DEI Feels… Shaky Right Now
I remember when companies were tripping over themselves to hire Chief Diversity Officers, slap rainbow logos on their websites, and roll out unconscious bias training like it was free candy.
Now?
Suddenly, DEI is being labeled as divisive, “woke,” and even legally risky. Executives are tiptoeing around the topic. Entire DEI departments are being cut.
So, is DEI dead?
Not quite. But it’s definitely on life support..
What’s Really Going On With DEI
There’s no single reason why DEI is under fire. It’s more like a storm made of politics, lawsuits, budget cuts, and public fatigue.
1. Political Pushback
Across the U.S. and even parts of Europe, we are seeing rising resistance to DEI efforts. Conservative leaders have taken aim at diversity initiatives in both education and the workplace. After the Supreme Court overturned affirmative action in college admissions, corporate diversity programs became the next target.
Some politicians and media outlets are painting DEI as “ideological indoctrination” which, let’s be honest, is a wild mischaracterization, but it’s catching on.
2. Corporate Retrenchment
Several big-name companies have scaled back their DEI teams, Google, Meta, and Twitter (okay, “X”) to name a few. Many are citing “restructuring” or economic pressures. But behind the scenes? It’s often about avoiding controversy or staying out of the legal crosshairs.
3. Legal Landmines
Let’s talk about the lawsuits. More companies are facing legal challenges around race- or gender-specific hiring and promotion programs. Some have even faced investor lawsuits accusing them of prioritizing diversity over performance. That’s made a lot of leaders nervous and a lot of DEI teams silent.
The Elephant in the Room: DEI Fatigue
Here’s the truth that doesn’t get talked about enough..people are tired. Not just the critics, but the allies, too.
Employees are wondering:
“Where did all that energy go?”
“Why did we sit through all those training sessions if nothing changed?”
“Was it just performative after George Floyd?”
And here’s the truth..when DEI fails to deliver tangible change, it backfires. People lose trust. They disengage. And the loudest voices start to win.
So… What Now?
If you are in HR, you might be asking, “How do we move forward without alienating people or getting our initiatives shut down?” Well, I’ve been talking to peers, and watching the trends closely.
Here’s what I think we need to do next:
1. Rebrand DEI as “Cultural Intelligence”
DEI as a term has been politicized to the point of burnout. But the goals behind it still matter.
Start talking about:
- Belonging instead of just diversity
- Equity in outcomes, not just inputs
- Inclusion through leadership behavior
Framing matters more than ever in 2025.
2. Back It with Data or Don’t Bother
If your DEI efforts aren’t tied to measurable business outcomes, they won’t last long. Full stop.
Track things like:
- Retention rates by demographic
- Internal mobility gaps
- Pay equity audits
- Belonging index from engagement surveys
When we speak the language of results, execs listen.
3. Center Lived Experience..but Don’t Preach
Storytelling is powerful. Employees need to see real stories of growth, struggle, and resilience not just sterile corporate statements.
But here’s the trick: don’t be preachy. The goal isn’t to shame or guilt anyone. It’s to spark empathy and connection.
Try peer-led discussion groups, anonymous storytelling platforms, or open forums moderated by trained facilitators.
4. Make DEI Everyone’s Job
Instead of siloing DEI in one overworked department, build accountability into leadership roles.
Ask your managers:
- How are you building inclusive teams?
- What are you doing to grow diverse talent?
- What’s one bias you’ve personally addressed in the last quarter?
When DEI becomes a shared performance metric, culture shifts happen faster and deeper.
5. Reboot Your DEI Training…Seriously
If your training still looks like it did in 2020, it’s probably outdated.
The new wave of DEI education should be:
- Scenario-based
- Interactive, not lecture-style
- Focused on skills like empathy, communication, and decision-making
FAQs
Q: Is it still legal to have DEI hiring goals?
Yes, but they must be handled carefully. Goals are okay, quotas are not. Work with legal to keep everything above board and focused on equitable opportunity.
Q: Are companies really dropping DEI, or is this just media hype?
A little of both. Some companies are quietly scaling back, while others are doubling down but changing the language. It’s less “diversity” and more “belonging” now.
Q: How can I convince leadership to keep investing in DEI?
Tie it to business value innovation, retention, reputation—and present case studies from respected competitors. CEOs listen when there’s a competitive edge.
Real Talk: The Death of DEI Might Be the Best Thing for It
I know it sounds controversial, but maybe what’s dying isn’t DEI itself, but the old way we did it..reactive, performative, disconnected from the business.
What’s emerging now is a chance to rebuild DEI from the ground up:
- Rooted in authenticity
- Driven by data
- Powered by people, not just policies
If we do it right, this isn’t the end of DEI. It’s the rebirth of something stronger.
So no, DEI isn’t dead. But the buzzword era is. What comes next is entirely up to us..HR professionals, leaders, advocates. We have got a chance to move from slogans to systems. From surface-level gestures to sustainable change.
Let’s not waste it.
Want a customized action plan for evolving your company’s DEI program? Let’s talk. https://www.linkedin.com/in/hadibren/