We’re not saying goodbye to DEI…
If you’ve been paying attention to the headlines, 2025 is already testing the limits of inclusion in the workplace. Just this past week, Meta announced plans to scale back its DEI programs, with Mark Zuckerberg going as far as saying the company needs more “masculine energy”. ?? Meanwhile, the tragic wildfires in California continue to rage, displacing tens of thousands of people, and exposing gaps in employer preparedness.
For HR leaders and advocates, these developments aren’t just news—they’re a call to action. Inclusion can’t be sidelined when the stakes are this high.
This issue dives into the trends and challenges shaping the future of work, with practical insights to help you stay ahead. #LetsDisclo
SoCal Wildfires: Guidance For Employers Supporting Their Workforce Through Difficult Times
The devastating wildfires in California have displaced tens of thousands of people, many of whom face physical and mental health challenges in the aftermath. For employers, this highlights an urgent need to rethink workplace accommodations during natural disasters.
PTSD, respiratory issues, anxiety, and caregiving challenges are just some of the accommodations employees may need. Companies that don’t plan ahead risk falling short when their teams need them most. How will you prepare for what’s next?
Exclusive: Meta kills DEI programs
Meta is dismantling its DEI programs, citing “changing legal and policy landscapes” and backlash against diversity initiatives. This drastic move, paired with leadership changes aligning with the Trump administration, signals a retreat from equity-focused efforts. But while Meta steps back, we’re doubling down—because this country is diverse, and building workplaces that reflect and celebrate that diversity is non-negotiable.
'ADA Generation' Fuels Rise in Neurodiverse Employee Bias Claims
Disability discrimination claims from neurodiverse employees are on the rise, with autism-related charges increasing nearly tenfold over the past decade, according to EEOC data. As the “ADA Generation” enters the workforce with heightened expectations for accommodations, employers must adapt to meet their needs. Common requests, like remote work or sensory adjustments, are reshaping how companies approach inclusion—but mishandling these requests can lead to legal risks. The takeaway? A personalized, good-faith interactive process is key to supporting neurodivergent employees and building an inclusive culture.
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Trump Taps Sonderling for No. 2 Spot at Labor Department
Keith Sonderling, a former friend of Disclo during his time at the EEOC, has been nominated for Deputy Secretary of Labor under the new Trump administration. A longtime supporter of Disclo, Keith has consistently emphasized the importance of getting disability accommodations right.
For more insights, check out our panel discussion with Keith from last March.
Supporting Employees Through the Unexpected: Navigating Natural Disasters in the Workplace
Supporting your workforce during disasters is more than an operational challenge—it’s a responsibility. When employees feel cared for and supported during times of crisis, companies benefit from stronger loyalty, resilience, and collaboration.
Disability Lawsuit Roundup: December Edition
Disclo will be featuring a new section in Full Disclosure showcasing EEOC lawsuits that hit the newswire. Here are some of the latest:
Thanks for taking the time to read through Disclo's newsletter Full Disclosure. If you found this newsletter helpful, feel free to share with your colleagues to inspire a more inclusive workplace.
#WorkplaceAccommodations #DisabilityInclusion, #AccessibilityMatters, #DiversityandInclusion, #InclusiveWorkforce, #EmployeeWellness, #ADACompliance, #EqualOpportunityEmployer, #HRBestPractices, #WorkplaceInclusion #LetsDisclo