In the current political environment, precise language has become more important than ever. Backlash has been swift against programs focusing on diversity, equity and inclusion (DEI), many of which were created in response to the raised profile of the Black Lives Matter movement following the murder of George Floyd. DEI plans, initiatives and programs were originally designed to give individuals who have historically been excluded or disempowered a seat at the table. However, many of these programs have faced intense scrutiny because they have come to be seen by some as bestowing preferential treatment on some groups at the expense of others.

DEI programs have now captured the attention of the Trump Administration with 2025 Executive Orders demanding that “illegal DEI” be eliminated in the federal government and threatening to pull federal funding from any entity operating DEI programs. These Executive Orders have caused panic for some public and private organizations, and for good reason: federal funding can be a significant portion of the budget for a transit agency, performing arts organization, state-run program or private contracting company. With the possibility of losing a funding stream, a broad range of organizations may understandably feel compelled to dismantle their programs.  

We at Keen Independent Research understand the need to mitigate risk while still tackling the issues related to diversity, equity and inclusion. Freezing in place is not an option. The path forward involves adapting existing efforts rather than indefinitely putting everything on hold or outright eliminating them altogether.  

First, the work is still important. Discrimination is still not legal in the United States. The recent Executive Orders even state that. There is still a need to strive for everyone in a workplace or a community to be treated fairly and feel included. Second, efforts can be evaluated and modified to ensure they are working toward the intended outcomes without discriminating against anyone based on their race or gender, including white people or men.

A successful strategy for retaining programs designed to level the playing field entails adaptation and improvement. We recommend entities looking to re-evaluate their programs consider the following:

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Return to Your Program Goals

DEI programs can unintentionally alienate people rather than bring them together if they do not have sound reasoning behind goals. If, for example, your organization has a goal of hiring 35 percent people of color, consider why this goal exists and what the ideal outcome is. Perhaps the ideal outcome in the case of a public agency is for the workforce to reflect the pool of potential jobseekers. A program designed to achieve that goal can have many different strategies designed to reach the entire community, including recruiting in low-income areas and developing internship programs, or removing unnecessary job requirements that tend to exclude certain groups.

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Adjust Language to Be More Specific

For many, the acronym DEI has come to take on a less than positive meaning in today’s environment. However, language has always evolved. Rather than rely on DEI as shorthand, consider adjusting language to more accurately reflect the program’s purpose and goals, which could be supporting accessibility, engagement feelings of belonging and others. For example, Starbucks changed their “representation goals” to “talent goals” and includes “creating a culture of belonging” as a criterion for leadership evaluations.

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Stay Informed

With the stream of Executive Orders and associated legal challenges, change is happening quickly. Public entities, particularly those that rely on federal funding, must stay informed to ensure that their efforts remain compliant. Consider regularly consulting legal counsel who specializes in these matters. Organizations like the Society for Human Resource Management (SHRM) have repositories of information and updates on the Executive Orders and frequently host webinars to provide more information on what the orders mean (and, importantly, what they do  not mean).

We acknowledge that these times can be challenging, but entities looking to adjust their programs do not have to do so alone. As a company that values the work of leveling the playing field, Keen Independent is helping our clients continue that work. The landscape for DEI may be changing rapidly, but we remain committed to evolving to meet the moment.