Over the past year, organizations across multiple industries have quietly—and sometimes not so quietly—scaled back or outright dismantled their diversity, equity, and inclusion (DEI) initiatives. What was once heralded as a critical driver of organizational success and brand reputation has now become the face of budget cuts, leadership eliminations, strategic de-prioritization, and public denouncements. The reasons for these rollbacks vary, from economic pressures and shifting political landscapes to an inability to articulate DEI’s impact or justify it as an evolving business priority.

As these changes unfold, one fundamental question remains: Who will do the work?

As political, social, and legal pressures against diversity, equity, and inclusion (DEI) intensify, organizations face mounting challenges in sustaining their commitments without succumbing to fear-driven overcorrections. This article outlines strategic responses to resist the chilling effect of anti-DEI measures, ensuring compliance while safeguarding long-term equity initiatives.

The 2024 year has been a tough one for diversity, equity, and inclusion (DEI) across all industries. Growing resistance, political pushback, and organizational overcorrection have left many wondering: Is this the end of DEI as we know it? Not even close, but the work has to evolve. In today’s post, I offer up a DEI Playbook for 2025. It is my hope that stakeholders can use the recommended strategies to navigate headwinds, drive measurable impact, and reestablish or fortify DEI as a core force for organizational success and social innovation.