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Some schools are removing the word \u00ab\u00a0diversity\u00a0\u00bb from titles of offices and jobs; some are closing campus spaces set up for students according to identity; some are ending diversity training; and some have stopped asking all faculty and staff members for written affirmations of their commitment to diversity. Of those who said it did have an impact, a majority in almost all demographics said DEI had \u00ab\u00a0benefited\u00a0\u00bb their job rather than \u00ab\u00a0hindered\u00a0\u00bb it. A 2025 poll by Axios found that more than 50% of Americans across all demographics surveyed said that DEI initiatives had made \u00ab\u00a0no impact\u00a0\u00bb on their jobs. A September 2024 poll by the Human Rights Campaign found that 80% of LGBTQ Americans would boycott a company that repealed its DEI programs and 19% would quit their job if their place of employment did. In January 2025, Donald Trump signed an executive order requiring U.S. military academies to end affirmative action in admissions; the order was implemented the next month. While some believe DEI included in school curriculums are favoring one identity or community over another, there have been arguments that DEI in schools can be beneficial for student development, as shown by research, finding that student participation in DEI practices can improve overall achievement levels.<\/p>\n<\/p>\n
With some states moving to remove the protected characteristic of gender identity from their antidiscrimination laws, employers operating across jurisdictions face added complexity and should prioritize clarity in their training programs. Guidance from a coalition of 16 state attorneys general underscores the importance of continuing nondiscriminatory DEI efforts, reinforcing these programs as a risk mitigation strategy. For organizations to remain compliant, it\u2019s essential that they revisit their DEI strategies and audit https:\/\/business-soulwork.com\/where-to-invest-in-leadership-development\/<\/a> risk exposure.<\/p>\n<\/p>\n Basing employment decisions on the racial preferences of clients, customers, or coworkers constitutes intentional race discrimination. Employers violate Title VII if they take an employment action motivated\u2014in whole or in part\u2014by race, sex, or another protected characteristic. For there to be unlawful discrimination, race or sex (or any other protected characteristic under Title VII) does not have to be the exclusive (sole) reason for an employer\u2019s employment action or the \u201cbut-for\u201d (deciding) factor for the action.<\/p>\n<\/p>\n In August 2021, the US Securities and Exchange Commission (SEC) approved Nasdaq’s proposed rules requiring listed companies to ensure women and minority directors were on their boards or provide an explanation of why they were not. There is meaningful variation within organizations’ employees in the attitude they hold toward DEI policies and to what extent it influences their actions. Equality and affirmative action professionals employed by US firms along with equality consultants, engaged in establishing the argument that a diverse workforce should be seen as a competitive advantage rather than just as a legal constraint. The stated justification for affirmative action by its proponents is to help compensate for past discrimination, persecution or exploitation by the ruling class of a culture, and to address existing discrimination. It is often implemented in governmental and educational settings to ensure that designated groups within a society can participate in all promotional, educational, and training opportunities.<\/p>\n<\/p>\n Equal Employment Opportunity Commission (EEOC) has intensified its scrutiny of DEI initiatives leading to litigation and subpoena enforcement efforts, and companies must navigate an increasingly complex patchwork of sometimes conflicting state and federal requirements. Federal contractors and subcontractors, in particular, face new certification requirements and heightened risk of potential False Claims Act (FCA) liability. If you would like to discuss becoming a client, please contact one of our attorneys to arrange for a meeting or telephone conference. For more information about our cookie policy and the information we collect, please review our Privacy Statement.<\/p>\n<\/p>\n<\/p>\n
Promoting Efficiency, Accountability, and Performance in Federal Contracting<\/h2>\n<\/p>\n
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Current Public Notices<\/h2>\n<\/p>\n
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