The Dangerous Rollback of DEIA and Affirmative Action: Why Diversity Matters Now More Than Ever

The recent wave of Diversity, Equity, Inclusion, and Accessibility (DEIA) rollbacks across both public and private sectors is not just a policy shift?—?it is a dangerous step backward that threatens to unravel decades of progress. From corporate boardrooms to university admissions to government agencies, we are witnessing a troubling abandonment of initiatives designed to create a more inclusive workforce and society. The dismantling of these policies disproportionately impacts underrepresented communities, sending a clear message that their contributions and presence are not valued.

But let’s be clear: DEIA and affirmative action do not place unqualified individuals in positions they do not deserve. Rather, these initiatives ensure that all individuals?—?regardless of race, gender, or ability?—?have access to opportunities that have historically been denied to them. The goal is to build a workforce at every level, from CEOs to janitors, that reflects the diversity of the country and the world we live in.

So, what happens when DEIA is stripped away? Who really benefits from affirmative action? And what do the statistics reveal about the current state of workplace diversity? Let’s break it all down.

The Emotional and Psychological Toll of DEIA Rollbacks

When companies and government institutions abandon DEIA efforts, the impact goes beyond the numbers?—?it deeply affects the people these policies were meant to support. Employees from marginalized backgrounds experience a profound sense of loss and exclusion, leading to increased workplace anxiety, disengagement, and even attrition.

• 70% of LGBTQ+ workers say they would feel less accepted at work if their company rolled back DEIA policies. (AP News)
• 48% of Black professionals in tech have reported experiencing racial discrimination at work, which is likely to worsen in the absence of structured DEIA initiatives. (Wikipedia)
• 57% of women in tech have faced gender discrimination at work. (Wikipedia)

These statistics reveal an uncomfortable truth: DEIA efforts help create workplaces where individuals from diverse backgrounds feel safe and valued. When these policies are removed, employees are left wondering if they belong at all.

Many professionals who relied on these programs for mentorship, advancement, and equitable treatment now find themselves without recourse. In states and companies that have already eliminated DEIA, workers are reporting an increase in workplace hostility and fewer pathways for career growth. The loss of these initiatives is not just about opportunity?—?it’s about dignity.

The Reality of Workforce Disparities by Race and?Gender

Despite the narrative that DEIA programs have made the workplace a level playing field, the reality is that significant disparities still exist across industries. Removing these initiatives only widens the gap.

According to the U.S. Bureau of Labor Statistics:

• White men continue to hold the majority of leadership positions, with over 85% of Fortune 500 CEO roles occupied by White men.
• White women make up 32% of the workforce, yet they hold 42% of managerial roles, showing significant upward mobility compared to women of color.
• Black women hold just 4% of executive leadership positions, despite representing 7% of the workforce.
• Latino workers make up 18% of the U.S. labor force but only 5% of executive roles.
• Individuals with disabilities experience an unemployment rate nearly twice that of non-disabled workers.

The lack of representation is even more glaring when broken down by sector. In industries like tech and finance, Black and Latino workers are drastically underrepresented at senior levels, often plateauing in mid-level roles due to lack of access to mentorship and promotion opportunities.

Removing DEIA efforts exacerbates these inequalities by eliminating programs specifically designed to address these gaps. Without intentional efforts, organizations are more likely to default to biased hiring and promotion practices, reinforcing the status quo.

Who Really Benefits from Affirmative Action? (Hint: It’s Not Who You?Think)

One of the biggest myths surrounding affirmative action is that it disproportionately benefits Black and Latino individuals at the expense of White applicants. However, the data tells a different story.

• White women have been the biggest beneficiaries of affirmative action policies, gaining access to educational and professional opportunities that were historically denied to them.
• Studies show that affirmative action has led to a 46% increase in employment for White women in professional and managerial roles over the past four decades.
• Corporate policies that promote gender diversity have overwhelmingly benefited White women over women of color, with Black, Latina, and Indigenous women still facing significant barriers in leadership roles. (Time)

Despite these facts, affirmative action is often framed as a race-only issue, when in reality, it has helped level the playing field for multiple demographics, including White women, veterans, and individuals with disabilities. The push to dismantle these programs is a direct attack on the progress made by all marginalized communities.

Recent Legislative Actions Impacting DEIA

Recent executive orders have introduced potential legal ramifications for both government and private sector organizations concerning DEIA initiatives.

• Executive Order 14173, titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” prohibits private organizations from conducting DEIA employment programs for jobs created by federal contracts. It also revokes key provisions of the Equal Employment Opportunity order signed in 1965, directly affecting federal contracting jobs. (federalregister.gov)
• Corporate reactions: Several prominent companies have recently scaled back their Diversity, Equity, Inclusion, and Accessibility (DEIA) initiatives. Notable examples include:
• Google: Abandoned its goal to increase underrepresented leadership by 30%. apnews.com
• Target: Ended its “Belonging at the Bullseye” strategy. apnews.com
• Meta Platforms (formerly Facebook): Dismissed its DEI programs. apnews.com
• Amazon: Halted unspecified DEI efforts. apnews.com
• McDonald’s: Retired its diversity goals and rebranded its diversity team as the “Global Inclusion Team.” businessinsider.com
• Walmart: Rolled back several DEI initiatives, including withdrawing from the Human Rights Campaign’s Corporate Equality Index and ceasing to prioritize suppliers based on race or gender. apnews.com
• Ford Motor Company: Scaled back DEI programs and ended participation in the Human Rights Campaign’s Corporate Equality Index. apnews.com
• Lowe’s: Reduced DEI efforts by discontinuing participation in the Human Rights Campaign’s surveys and consolidating resource groups for minority employees. businessinsider.com
• Harley-Davidson: Eliminated diversity-based spending goals for suppliers, halted socially motivated employee training, and withdrew from an annual LGBTQ acceptance rating. businessinsider.com
• John Deere: Stopped participating in cultural awareness events and abolished the company’s pronoun policy. businessinsider.com
• Tractor Supply Company: Eliminated diversity roles, withdrew from Pride event sponsorships, and ended its carbon emission goals. businessinsider.com
• Brown-Forman (parent company of Jack Daniel’s): Removed quantitative workforce and supplier diversity ambitions and ceased participation in the Human Rights Campaign’s Corporate Equality Index. apnews.com

Given these potential legal challenges, both the public and private sectors must approach DEIA with strategic intent, ensuring that inclusion remains a core business and ethical priority while navigating evolving policies.

The Business Case for DEIA: Why Companies Need It to?Succeed

Beyond moral and ethical considerations, diversity is simply good business. Companies that invest in DEIA see measurable improvements in performance, innovation, and employee satisfaction.

• Diverse teams outperform homogenous teams by 35% in terms of revenue and problem-solving. (McKinsey & Co.)
• Companies in the top quartile for gender diversity are 21% more likely to experience above-average profitability than their less diverse peers.
• Organizations with racially diverse executive teams are 33% more likely to outperform competitors financially.
• Companies with robust DEIA programs experience higher employee retention and engagement, reducing costly turnover rates. (Harvard Business Review)

The evidence is overwhelming: diverse workplaces drive better business outcomes. The rollback of DEIA efforts not only hurts marginalized employees but also weakens organizations as a whole.

Resources for Employees Affected by DEIA Rollbacks

For those impacted by these changes, several resources are available:

1. Employee Assistance Programs (EAPs): Confidential counseling and career support.
2. Professional Networks: Organizations such as NAACP, HRC, and NOW offer advocacy and career advancement resources.
3. Legal Resources: The Equal Employment Opportunity Commission (EEOC) and employment lawyers can provide guidance.
4. Mental Health Support: NAMI and similar organizations offer mental health resources.
5. Skill Development: Upskilling and certifications can provide new career opportunities.

How Public and Private Sectors Can Protect DEIA Amid Potential Legal?Risks

With legal challenges now targeting DEIA programs, organizations must adapt while staying committed to equity and inclusion. Here’s how both public and private sector organizations can navigate this landscape:

Reaffirm DEIA Commitments in a Legally Compliant Manner

• Organizations should shift language from DEIA as a hiring quota system to a workforce development and inclusion strategy that aligns with business objectives.
• Instead of focusing on specific demographic targets, companies can emphasize “broadening candidate pipelines” and ensuring “equitable access” for all qualified individuals.

Hold Leadership Accountable with Transparent DEIA Goals

• Rather than enforcing legally vulnerable affirmative action policies, companies should promote inclusive hiring and promotion practices based on equity and access.
• Mandate unconscious bias training and ensure DEIA remains embedded in leadership performance reviews.

Strengthen Employee Resource Groups (ERGs) and Inclusion Networks

• While formal DEIA hiring programs may face scrutiny, ERGs remain protected under free speech and workplace inclusion policies.
• These networks help marginalized employees feel supported and provide safe spaces for career growth.

Invest in DEIA as a Talent and Business Strategy, Not a Legal Obligation

• Rather than branding DEIA as compliance-driven, organizations should tie diversity efforts to business success metrics, such as innovation, employee retention, and consumer engagement.
• Harvard Business Review research confirms that diverse leadership teams drive 19% higher innovation revenue.

Encourage Industry-Wide DEIA Collaborations

• Companies facing legal threats to DEIA should work with trade organizations, nonprofits, and academic institutions to foster collective initiatives that sustain long-term diversity efforts.
• This includes supporting scholarships, mentorship programs, and partnerships with Historically Black Colleges and Universities (HBCUs) and Hispanic-Serving Institutions (HSIs).

Moving Forward: Protecting DEIA in a Shifting Legal Landscape

The dismantling of DEIA initiatives is not just a step backward?—?it is a deliberate attack on fairness and inclusion. If companies and government agencies truly care about progress, they must remain steadfast in fostering diverse, equitable workplaces within the legal framework that now governs these policies.

Now is not the time to retreat?—?now is the time to innovate, adapt, and fight harder than ever for equity and inclusion.

Join the Conversation

This article is shared to encourage dialogue around the necessity of DEIA in today’s workforce. If this resonates with you, share your thoughts and experiences in the comments. We must continue to push for a workforce that reflects the true diversity of our world.