As Project 2025, the conservative initiative backed by The Heritage Foundation, continues to make headlines, many are questioning the future of Diversity, Equity, and Inclusion (DEI) efforts across the United States. Project 2025 seeks to reverse many of the policies that have supported DEI work, particularly focusing on limiting LGBTQ+ rights, curbing reproductive rights, and dismantling various government agencies, including the Department of Education. The handbook produced by Project 2025 outlines clear strategies that would significantly alter DEI policies in both the public and private sectors.
One of the most alarming aspects of Project 2025 is its proposed actions aimed at abolishing DEI offices, ending government participation in DEI initiatives, and amending laws that regulate against discrimination. If these recommendations are enacted, DEI programs may face a substantial setback. However, the core values of diversity, equity, and inclusion will not vanish overnight. Organizations can still continue to champion DEI, even in the face of adversity. Here are three strategies to help DEI survive and thrive under the potential impact of Project 2025.
1. Resist the Narrative that DEI is Going Away
The first step in preserving DEI within your organisation is to push back against the pervasive narrative that DEI is a passing trend, or worse, that it is doomed to disappear entirely. Yes, Project 2025 poses a significant challenge, but it doesn’t mean that DEI’s fundamental principles will disappear.
DEI’s growth is undeniable. As more organisations pivot towards creating inclusive environments, the demand for DEI professionals and initiatives continues to rise. In fact, many industries are increasingly focusing on inclusion, belonging, and fostering a positive organisational culture where DEI is embedded in day-to-day practices. DEI might get a new name or focus, but it’s not going anywhere.
Negative headlines sell more stories, particularly ones that play on fear. In the face of adversity, don’t let fear-mongering dictate your approach. Resist the temptation to downplay the importance of DEI or assume it will vanish. Instead, embrace it as a tool for long-term success in your organisation.
2. Tell the Story of Why Diversity, Equity, and Inclusion Matter
Many people still don’t fully understand the importance of DEI, especially when it comes to its impact on the workforce. Only half of the working population truly grasps the significance of DEI, which means that education and clear communication are essential. Fear often stems from the unknown, so it’s crucial to demystify DEI initiatives and explain why they matter.
Here’s how you can tell the DEI story within your organisation:
- Lead with the full terms: Rather than using the acronym DEI, spell out the words: Diversity, Equity, and Inclusion. This helps shift perceptions and creates a deeper understanding.
- Highlight the business case: DEI isn’t just a buzzword; it’s a critical driver for business performance. Organisations that focus on DEI often see increased innovation, employee engagement, and retention rates.
- Use data and real-world examples: Research and case studies can help demonstrate the tangible benefits of DEI, such as how it leads to more inclusive decision-making, stronger customer relationships, and ultimately higher revenue.
Communicating the human side of DEI efforts—showcasing real stories of individuals whose careers have benefited from diversity programs—can help shift the narrative from abstract concepts to personal, relatable experiences.
3. Be Clear About DEI Intentions, Strategies, and Impacts
In any organisation, clarity around intentions is key. Whether you’re advocating for DEI policies or integrating new initiatives, you must be transparent about the goals and impacts of your DEI strategies.
The intent vs. impact framework is useful here. DEI initiatives may be motivated by noble intentions, but sometimes the impact can differ. By addressing this framework, you help people understand that DEI isn’t about quotas or representation for the sake of diversity alone—it’s about creating lasting change in how organisations operate, relate to customers, and innovate in the marketplace.
Make your goals clear:
- Shift from quotas to outcomes: Instead of focusing on specific diversity metrics like racial quotas, highlight the business impacts you’re striving for. These could include things like increased shareholder value, better employee morale, or higher innovation revenues.
- Link DEI to business results: When pitching DEI, tie the initiatives directly to organisational goals. Explain how DEI leads to more productive teams, stronger customer relationships, and greater market competitiveness.
- Focus on inclusivity, not just diversity: While increasing representation is important, ensuring that all employees feel included and have equal opportunities for growth should be the primary focus of any DEI strategy.
Clear communication about the strategies, intentions, and outcomes behind DEI work will help engage allies and mitigate opposition.
Key Takeaways: Keeping DEI Alive in the Face of Project 2025
Project 2025 may pose significant challenges to DEI efforts, but there are concrete actions that organisations can take to ensure that the principles of diversity, equity, and inclusion continue to thrive. By:
- Resisting the narrative that DEI is going away,
- Telling the story of why DEI is essential for business success, and
- Being clear about DEI intentions, strategies, and impacts,
you can continue to make progress on DEI in ways that align with both your organisational values and business objectives. The fight for diversity, equity, and inclusion isn’t over; it’s evolving. Now, more than ever, it’s important to reaffirm your commitment to building a more inclusive and equitable workforce.
Relevant Links for Further Reading
- Why DEI Matters for Business
- The Impact of Diversity in the Workplace
- The Case for Diversity, Equity, and Inclusion in 2025
Photo credit: Forbes
