Reframing DEI: What It Means for Your Workplace

With recent executive orders and policy changes under the Trump administration, the conversation around Diversity, Equity, and Inclusion (DEI) has gained renewed attention in workplaces across the country. These changes, alongside evolving DEI trends, such as SHRM's reframing of its own approach, underscore the need for HR professionals to stay agile. To help you navigate this complex landscape, we’re sharing insights and actionable steps to align your DEI efforts with both current trends and your company’s culture.

SHRM shifted its focus in DEI efforts, emphasizing "Inclusion" as the key driver of workplace change. Instead of the traditional Diversity, Equity, and Inclusion (DEI) framework, SHRM now refers to it as Inclusion, Equity, and Diversity (IED). This change reflects a broader trend toward prioritizing inclusion as a way to foster unity among employees while addressing growing resistance to equity initiatives in some workplaces.

Johnny C. Taylor, SHRM’s CEO, explained that this shift is meant to address social backlash and workplace polarization over DEI initiatives. Taylor noted that focusing on inclusion allows organizations to emphasize commonalities between people, rather than their differences. SHRM’s position is that inclusion can serve as the “catalyst for holistic change” within workplaces and society, even as equity and diversity remain important parts of the conversation. The organization maintains that equity continues to be central to its strategy, but now exists under the broader umbrella of inclusion.

However, this change has not been without controversy. Critics argue that by placing equity under the inclusion framework, there is a risk that equity will receive less focus, even though it requires specific efforts to address systemic imbalances in the workplace. Some HR professionals have raised concerns that the change is more about rebranding to make DEI efforts more palatable to certain audiences, rather than advancing real change. Others see this move as an opportunity to rethink and strengthen how DEI initiatives are presented and implemented in organizations.

It is too early to tell what impact the executive order and change to DEI at the Federal Level will have to business.  What we do know is that it is a topic of conversation.  Your current DEI initiatives may be called into question by your leadership.

At this time, businesses should align inclusion efforts with broader company goals, ensuring that all employees feel valued while maintaining a commitment to fairness and equity.  This is simply the best way to treat employees, regardless of terminology or political changes.