Draft:DEI in internal communication

• Comment: Please see Help:Referencing for beginners on how to properly cite your sources. Rambley (talk) 17:27, 24 June 2025 (UTC)

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Volumes have been written about diversity, equity, and inclusion (DEI) globally. Its origins [1] date back centuries and are rooted in movements for civil rights, social justice, and workplace equality. However, its focus has evolved over time to address shifting societal and organizational needs. Once widely embraced as a means to foster fairness and representation, DEI has become an increasingly polarizing topic [2], with supporters advocating for its continued role in workplace culture and critics questioning its effectiveness, legality, and impact on business operations.

Furthermore, President Donald Trump’s recent executive orders [3] have significantly altered the landscape of Diversity, Equity, and Inclusion (DEI) initiatives within the United States of America. These orders have effectively dismantled federal agency DEI programs, labeling them as "illegal and immoral discrimination programs."

This shift has profound implications for internal communication within US organizations, as they navigate the challenges of maintaining inclusive practices amidst changing legal and political environments. It also comes with a human cost [4]. Employees who had led DEI programs at various universities were laid off and companies that had appointed employees based on DEI practices were fired. This was based on President Trump’s claim that these people — many of whom were women of color — were unqualified “DEI hires.” This is despite his promise to protect equal opportunity and force schools to end discriminatory admissions policies.

Role of DEI in internal communication

DEI has been described on every level — from simplistic to sublimely complicated. Simplistically [5]: Diversity recognizes and values differences in race, age, ethnicity, religion, gender, sexual orientation, physical ability, and other aspects of identity. Equity ensures fair treatment and equal opportunities for all. Inclusion fosters respect and a culture where everyone feels empowered to share their ideas and perspectives.

In a work environment, it aims to ensure that those who belong to marginalized groups have the same options as others for jobs, earnings, and promotional opportunities.

This means that DEI in internal communication refers specifically to the intentional strategies and practices organizations use [6] to ensure that workplace communication is inclusive, equitable, and representative of diverse voices. It involves fostering a culture where all employees — regardless of race, gender, ability, or background — feel valued, heard, and empowered to participate in dialogue.

Effective DEI-driven internal communications not only improve employee engagement and trust but also enhance collaboration, innovation, and overall workplace culture by addressing biases, amplifying underrepresented perspectives, and promoting transparency within the organization. This concept is essentially what companies worldwide have been basing their DEI programs on for decades.

Importance of DEI for internal communications

DEI-focused internal communication has played a significant role in organizational development, particularly in cultivating an inclusive workplace.

Historically, DEI has been integral to internal communications, playing a pivotal role in fostering inclusive workplaces. By implementing DEI-focused communication strategies, organizations have aimed to ensure that all employees feel valued, heard, and empowered, regardless of their background. This approach not only enhances employee engagement and trust but also promotes collaboration and innovation.

Furthermore, over the decades, companies have recognized that effective internal communication is essential for addressing workplace inequities, promoting transparency, and integrating diverse perspectives into decision-making processes. As organizational dynamics have evolved, the emphasis on DEI within internal communications has become increasingly crucial in shaping equitable and inclusive workplace cultures.

After all, the greatest asset of every organization, regardless of its niche, is its people. Some are people-oriented, thriving in collaboration and relationship-building, while others are engineers, analysts, or technical experts who excel in problem-solving and innovation. Some bring creative perspectives, driving new ideas and strategies, while others focus on operational efficiency, ensuring processes run smoothly.

A huge volume of organizations believe that a strong internal communication strategy rooted in DEI ensures that every individual, regardless of their role or background, has a voice and can contribute meaningfully to the organization’s success. Furthermore, there are countless studies that show effective DEI has a direct impact on an organization’s success and bottom line. [7)

According to Statista [8], in 2021, 66% of global full-time employees believed that a sense of belonging was the most valued outcome of DEI programs in the workplace.

Based on research from McKinsey & Company, a global management company founded in Chicago in 1926, the case for gender equality, diversity, and inclusion is a business imperative [9). The company maintains that: By narrowing the gender gap in 2025, there will be $12 trillion in additional GDP. There will be $2 billion in potential revenue if financial inclusion efforts broaden services for black Americans. 160 million women may need to change their jobs through 2030 due to automation.

Nevertheless, there is also evidence of legal, political, and social pushbacks against DEI [10), especially in the U.S. However, this evidence also shows that a lot of organizations with ambitious goals don’t have the infrastructure to achieve them [11).

DEI in internal communications in 2025

In 2025, the significance of DEI in internal communications in the US remains a topic of considerable debate. While DEI initiatives have historically been integral to fostering inclusive workplace cultures, recent trends indicate a shift in corporate strategies. Proponents of DEI argue that such initiatives are essential for promoting innovation, employee engagement, and a sense of belonging among diverse workforces. But critics question the efficacy and legal standing of DEI programs, leading to their reduction or removal in some organizations.

Early in the year, after President Trump's executive orders, several major corporations announced reductions or eliminations [12) of their DEI programs. For instance, a lot of companies including (in alphabetical order) Amazon, Boeing, Coca-Cola, Citigroup, Deloitte, Disney, the FBI, Ford Motor Company, Goldman Sachs, Google, Harley Davidson, John Deere, JPMorgan Chase, Lowe, McDonald's, Morgan Stanley, Meta, Molson Coors, PBS, Target, and Walmart publicly stated they had scaled back their diversity efforts, Media coverage indicates that they were doing this to comply with President Trump’s executive order. However, some announcements state their response was in line with changing political climates and legal challenges. There are public reports that many of these companies included references to DEI in their 2024 annual reports — as well as evidence that some have rebranded their DEI initiatives.

Companies that are reframing DEI initiatives, either by renaming, restructuring, or removing quotas, are emphasizing compliance, inclusivity, and integration into their core business strategies instead of retaining standalone programs. Examples, all of which are identified as rolling back their DEI programs, include:

Citigroup has renamed its Diversity, Equity and Inclusion and Talent Management Department, Talent Management and Engagement. By dropping aspirational representation goals such as diversity slates and interview panels, this move aligns with broader efforts to comply with evolving federal demands. [13) JPMorgan Chase has transitioned from DEI to DOO (Diversity, Opportunity & Inclusion). Reports state that these changes include reducing mandatory DEI training and integrating some functions in HR and corporate responsibility. [14) McDonald’s has retired its specific diversity targets including senior leadership quotas and supplier DEI pledges. They have rebranded their DEI team to the Global Inclusion Team. While continuing its commitment to inclusion, the company is refocusing on embedding inclusive practices within everyday operations. [15)

On the other hand, some companies, including Apple, Costco, Delta Airlines, and Deutsche Bank, announced publicly that they would not back down from DEI policies.

Although McKinsey hasn’t issued a public statement, there are numerous reports from reputable sources [16), [17), [18) that Global Managing Partner, Bob Sternfels assured staff in a memo dated February 3, that the company would continue to pursue and prioritize “diversity in our meritocracy.” He went on to say that it was the company’s diverse meritocracy that “makes us distinctive and has defined who we are over our nearly 100 years.”

It isn’t only companies with DEI programs that have been affected. President Trump also wants to abolish DEI programs at universities. Despite the new administration’s determination to freeze billions of US dollars in federal funding [19), Harvard University announced that its diversity, equity, and inclusion office was to be renamed the Office of Community and Campus Life [20). The university’s official motivation was that instead of highlighting broad demographic groups, the new office would bring people together based on perspectives and backgrounds. However, it is well known that an official letter was sent to Harvard on April 11, 2025 [21), making numerous demands, one of which was the immediate discontinuation of DEI.

Soon afterward, the Trump administration accused the independent, student-run, Harvard Law Review of racial discrimination in journal membership and article selection. In August 2019, a similar accusation resulted in a lawsuit that was dismissed in a federal court [22).

Notwithstanding all these developments, the core principles of DEI [23) — ensuring that all employees feel valued and included — remain relevant for a large number of organizations. At the same time, there is no doubt that some may need to adapt their internal communication strategies to navigate this evolving landscape, balancing legal considerations with the benefits of maintaining an inclusive workplace culture.

It is clear that, while the approach to DEI in internal communications is undergoing transformation, its foundational importance persists. There is little doubt that companies must carefully assess how to integrate DEI principles in ways that align with current legal frameworks and organizational objectives.

The future of DEI in internal communications As of 2025, DEI initiatives within internal communications are undergoing significant transformations influenced by political, social, and economic factors.

Ultimately, the re-election of President Donald Trump has led to executive orders aimed at dismantling federal DEI programs [24], labeling them as "illegal and immoral discrimination programs."

This political shift has prompted numerous corporations to reassess their DEI strategies, with companies like Amazon, Google, Walmart, and Meta scaling back or rebranding their DEI efforts.

In response to the evolving landscape, there is a noticeable shift from traditional DEI frameworks [25) toward concepts emphasizing "belonging" and organizational culture. This transition aims to create environments where employees feel accepted and valued, moving beyond the conventional DEI focus.

Research supports this approach [26), indicating that businesses with sustainable DEI initiatives experience a 20% increase in inclusion, leading to enhanced employee performance and retention.

Despite the political and social challenges, the core principles of DEI remain integral to fostering inclusive workplace cultures. Organizations are encouraged to adapt [27) by integrating DEI values into all aspects of their operations, ensuring that every employee feels a sense of belonging and is empowered to contribute meaningfully to the organization's success. This holistic approach not only aligns with ethical imperatives but also drives innovation and business performance.

While the traditional DEI landscape faces significant challenges in 2025, the evolution toward inclusive cultures centered on belonging suggests a strategic pivot rather than a complete departure from DEI principles. Organizations that successfully navigate this transition are likely to cultivate more resilient and innovative workplaces in the years to come.

References

1. Kratz, Julie (29 December 2024). “ The Little Known History of DEI And Why It’s Critical To Its Survival].” Forbes. Retrieved 24 February 2025.

2. Schneid, Rebecca (26 January 2025). “ What is DEI and What Challenges Does It Face Amid Trump’s Executive Orders?]” TIME. Retrieved 24 February 2025.

3. President Donald Trump, Executive Order (20 January 2025). “ Ending Radical and Wasteful Government DEI Programs and Preferencing].” The White House. Retrieved 24 February 2025.

4. Harper, Shaun (28 January 2025). “The Human Cost of Trump Firing All Federal DEI Workers]].” TIME. Retrieved 24 February 2025.

5. Ellis, Nicquel Terry (23 January 2025). “ What is DEI, and why is it dividing America?]” Retrieved 24 February 2025.

6. “ Internal Comms].” The Communications Network. Retrieved 24 February 2025.

7. Swift, Penny (25 September 2024). “ 7-Step DEI Communications Strategy and Checklist Ideas].” Retrieved 22 June 2025

8. Statista 2025. “ Most important outcomes of Diversity, Equity, and Inclusion (DEI) programs for employees worldwide in 2021].” Statista. Retrieved 24 February 2025.

9. McKinsey & Company. “ Diversity and Inclusion].” Retrieved 21 June 2025

10. “ Our mission is to inform and connect every organization’s greatest assets: its people].” Interact. Retrieved 24 February 2025.

11. “ The State of Organizations 2023].” McKinsey & Company. Retrieved 24 February 2025.

12. Murray, Conor & Bohannon, Molly (21 February 2025). “ Citigroup Rolls Back Diversity Initiatives — Here Are All The Companies Cutting DEI Programs]." Forbes. Retrieved 24 February 2025.

13. (20 February 2025.) “” Business Insider. Retrieved 23 June 2025.

14. (24 March 2025.) “.” Retrieved 23 June 2025.

15. Durbin, Dee-Ann (7 January 2025.) “ McDonald’s is the latest company to roll back diversity goals].” Retrieved 23 June 2025.

16. Choudhury, Amberdeen and Bainbridge, Amy (12 February, 2025) “ McKinsey Champions Diversity While Rivals Abandon Targets].” Bloomberg. Retrieved 23 June 2025.

17. Jessen, Jasmin (February 13, 2025). “ McKinsey Will ‘Boldly Pursue’ DEI in Face of Storm].” Sustainability Magazine. Retrieved 23 June 2025.

18. “ McKinsey to keep diversity on the agenda].” Consulting.us. Retrieved 23 June 2025.

19. Blinder, Alan and Bender, Michael C. (22 April 2025). “ Harvard Plans to Use Trump’s Haste Against Him as It Fights Funding Cut].” The New York Times. Retrieved 23 June 2025.

20. Saul, Stephanie (28 April 2025). “ Harvard, Under Pressure, Revamps D.E.I. Office].” The New York Times. Retrieved 23 June 2025.

21. Gruenbaum, Josh, Keveney, Sean R,. Wheeler, Thomas E. (April, 2025) Letter to Harvard University]. Retrieved 23 June 2025.

22. Isselbacher, Juliet E. (11 August 2019). “ Lawsuit Alleging Harvard Law Review Discriminates in Member Selection Process Dismissed].” Retrieved 23 June 2025.

23. Buchanan, Phil (27 January 2025). “ Standing Strong for DEI].” The Center for Effective Philanthropy. Retrieved 26 February 2025.

24. Holland & Knight Alert (10 February 2025). “ DEI on the Ropes? The Future of DEI in the Trump Administration].” Holland & Knight. Retrieved 24 February 2025.

25. “ The Future of DEI: Why Culture Building is the New Priority for Leaders].” Pulsely. Retrieved 26 February 2025.

26. Escalon (27 July 2023) .“ DE&I shifts to include belonging in corporate culture].” Escalon And done. Retrieved 24 February 2025.

27. “DEI in 2025: A Path Forward Amid Progress and Pushback.” Horton International. Retrieved 26 February 2025.