DEI is Dead. Long Live DEI!

The two most foolish groups in today’s corporate landscape are those lamenting the supposed death of DEI and those celebrating it. Both perspectives miss the point entirely.

If you only pay attention to headlines, it's easy to get the impression that DEI has met its end. Companies from Meta to McDonalds are reportedly "terminating" their programs. But the reality tells a different story. Investment in DEI isn’t vanishing—it’s evolving—and true investment in DEI programs isn’t substantively changing. Instead, the programs are being scrutinized, restructured, and, in some cases, dismantled when found to be ineffective or legally questionable. This isn’t the death of DEI; it’s a reckoning—a shift toward more intentional, measurable, and impactful initiatives.

The hard truth is this: Just because a program is labeled “DEI” doesn’t mean it’s untouchable or immune from scrutiny. Every initiative and investment should be measured against its outcomes. Is it achieving the intended goals? Is it creating real change? For too long, some initiatives have coasted on good intentions rather than good results.

Many DEI programs under fire have achieved meaningful outcomes, creating environments where diverse voices flourish and representation improves. These are the programs worth defending. What’s missing in the headlines is the nuance: In many cases, effective DEI investments remain intact, even as companies refine their approach.

The Quiet Evolution of DEI

One major shift we’re seeing is the move away from public quotas. The legal landscape has changed, and some companies feel the need to pivot for compliance and PR reasons. But let’s not overestimate the importance of those quotas in the first place. The companies genuinely committed to diversity were driving progress long before public quotas became a marketing tool. They’ll continue to make strides long after these metrics disappear from press releases

Let’s not overestimate the importance of quotas in the first place. The companies genuinely committed to diversity were driving progress long before public quotas became a marketing tool and will continue to make strides long after these metrics disappear from press releases.

This isn’t about abandoning diversity; it’s about focusing on substance over optics. For many companies, the headline-grabbing policies that were introduced from 2020-2021 did little to bring measurable change. On the flip side, the headlines of 2024-2025 will do little to hold back progress. Companies committed to building inclusive workplaces are still investing in the work. Those that weren’t committed in the first place? They’re quietly dropping the fa?ade, and frankly, good riddance.

Virtue signaling without action only undermines the entire movement.

Let’s Be Honest About What’s Happening

On the left, we must resist the impulse to cry “the sky is falling” every time a change in diversity and inclusion strategies are announced. Not every program that gets cut was achieving real progress. In fact, some of the loudest, most performative efforts—those designed more for optics than outcomes—are the first to go. And that’s okay.

What’s also often overlooked is that DEI programs started losing significant funding years ago, alongside broader cuts in HR and talent acquisition. These shifts happened quietly, overshadowed by mass layoffs and restructuring announcements. The current noise around DEI’s so-called demise is just catching up to what’s already been happening under the radar.

DEI programs started losing significant funding years ago, alongside broader cuts in HR and talent acquisition. These shifts happened quietly, overshadowed by mass layoffs and restructuring announcements.

The Good Work Continues

Here’s the reality: Companies genuinely committed to creating diverse, inclusive environments will keep doing the work. They’ve been doing it before it was "trendy", and they’ve kept doing it when the headlines faded. As for the companies that jumped on the DEI bandwagon to avoid scrutiny or gain some fleeting market approval? They’ve never driven real change anyway. DEI isn’t dead—it’s evolving. And in this evolution, we have an opportunity to focus on what really matters: programs that create impact, not appearances.

Let’s get to work.