The fight isn’t over: How leaders can respond to anti-DEI legislation

Over the past few years, companies have made historic commitments to diversity, equity, and inclusion (DEI). Unfortunately, we’re now witnessing a devastating reversal – Some companies are cutting all DEI efforts while others are renaming their programs.?

This isn’t just a setback. It’s unraveling years of progress. Trump’s executive order to end DEI programs and place all federal DEI employees on administrative leave shows us we’re in a dangerous shift.?

Employee resource groups are being defunded or disbanded. DEI professionals – many of them women and people of color – are losing their jobs. Company leaders are trying to find protections for immigrant employees who could face deportation and criminalization. Trans employees are expected to show up to work every day while the government tries to deny their existence.?

The very infrastructure designed to create equitable workplaces is being dismantled.

For DEI leaders and advocates, this is disheartening and infuriating. It’s exhausting to fight for inclusion while watching companies abandon the commitments they once made. It is painful to see businesses treat diversity as expendable when it was never a trend to begin with.

If you’re struggling to define what this means for the future of DEI and the future of your workplace, know that you’re not alone.?

But let’s not forget: the need for equitable, inclusive workplaces has not changed. Only the corporate and political landscape has. Employees still deserve workplaces where they feel valued, supported, and safe. Businesses still benefit from diverse teams and inclusive cultures, whether our government acknowledges it or not.

The foundation of DEI has always been rooted in meritocracy because it ensures that talent, skills, and potential – not bias or privilege – determine opportunity and success in the workplace.

At Perfeqta, we’ve been researching, talking to our team, and speaking with our clients and community to unpack the news and strategize our next steps.

One thing is for sure: we refuse to retreat. The work remains just as urgent and what we’re experiencing right now proves how important our collective effort is. Leaders have the opportunity to do something innovative and bring a fresh approach to the work.?

So, what should leaders focus on right now? I outlined four priorities to help make sure your DEI efforts remain impactful and aligned with the current landscape.

1. Stay informed on legal compliance

The legal landscape around DEI is evolving, with some policies facing scrutiny and lawsuits. Rather than making immediate cuts, make sure your initiatives align with legal best practices.?

Work with legal counsel to assess where adjustments are needed, but don’t abandon ship. Many DEI efforts, such as fair hiring, pay equity, and inclusive leadership training, remain both legal and essential in many industries.

Key actions:

• Review your DEI policies with legal and HR teams to stay compliant without compromising impact.
• Make DEI a core part of your business strategy, tied to performance, innovation, and employee retention.
• Stay updated on anti-DEI legislation on a daily basis – change is happening fast.?

2. Get crystal clear with executive leadership

If DEI is under threat in your organization, strong executive alignment is key. Business leaders need to understand that inclusion is not a “nice-to-have” but a workplace performance driver that affects retention, innovation, and engagement.

If leadership is hesitant, focus on tying DEI efforts directly to measurable business outcomes.

Key actions:

• Provide data to leaders on employee engagement, satisfaction, and performance gaps.
• Connect DEI to risk mitigation (e.g., avoiding discrimination lawsuits or reputational harm).
• Show how DEI strengthens your employer brand by creating a culture that appeals to top candidates and retains your best employees.?

3. Adapt the language if necessary

In some workplaces, “DEI” as a term is facing pushback. If necessary, reframe the language without diluting the intent.?

Some companies are shifting to terms like “workplace culture,” “belonging” or “employee experience” to continue progress while navigating external pressures.

Key actions:

• Assess whether rebranding DEI initiatives will help maintain executive and employee buy-in.
• Make sure renaming efforts don’t strip away accountability or impact.
• Communicate that the work is ongoing, no matter what it’s called.

4. Prioritize your well-being?

Leading and revising DEI efforts in a polarized environment can be mentally and emotionally exhausting. Staying informed is important, but overexposure to negative news can lead to burnout.

It’s vital for leaders and DEI practitioners to find a balance between staying updated and maintaining personal well-being. Sustaining this work means we have to sustain our own health.?

Key actions:

• Set boundaries around consuming news. Stay informed but don’t feel the need to engage with every debate.
• Build a support network of fellow DEI professionals to unpack the heaviness of the news and talk through ways to move forward together.?
• Take advantage of the mental health resources available to you and develop self-care practices that fuel you mentally, emotionally, and physically.?

The Future of DEI: Perfeqta is here to help you adjust, not abandon

If you’re leading DEI efforts right now, know this: your work is still valuable and very much needed.?

To help leaders navigate DEI pushback and uncertainty, Perfeqta will keep the conversation going. We’re planning to hold a virtual event where members of the DEI community can connect, share our experiences and concerns, and talk through next steps together. To stay updated, please subscribe to our email newsletter.