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United Kingdom
A shifting political climate is forcing diversity, equity and inclusion (DEI) professionals in the US to reframe their work, with corporate clients scaling back public-facing diversity initiatives to emphasize leadership and change management expertise instead.
The reshuffle in how DEI is positioned has happened as legal and reputational risks mount, leading to fewer job opportunities and major cuts to long-term consulting work.
HR leaders and DEI consultants alike are navigating a transformed landscape in which terms like “equity audit” and “race-conscious policy” now carry political risk. Many in the field are adopting a “quiet inclusion” approach, focusing on leadership coaching, team dynamics and organisational culture rather than making explicit references to gender or race.
“DEI done discreetly” is how Janice Gassam Asare, founder of BWG Business Solutions, now describes her work. Contracts with long-standing clients began drying up in early 2024 as political scrutiny intensified and what used to be full audits and employee engagement surveys are now replaced by one-off workshops. She reports a 60% revenue drop compared to two years ago.
Shrinking roles, shifting language
Many companies are also eliminating or repurposing DEI roles. At S&P 500 firms, DEI job postings fell more than 70% in 2024 compared to their peak, with just six new roles added in the first quarter of 2025. Professionals such as Michael Streffery, who previously held senior DEI positions, are now applying for broader HR leadership roles like Head of Talent Development, roles with less political baggage but intense competition.
Some, like Keith Wyche, a former VP at Walmart, are intentionally distancing themselves from the DEI label. “I lean into my background in change management and leadership,” he said, describing the need to sidestep political associations. Others, like Michael Welp of WMFDP, have dropped references to gender and race altogether when delivering corporate training, especially when working with government contractors.
Even long-term DEI stalwarts are recalibrating. Misty Gaither, who led DEI at Indeed, argues that the industry’s current reckoning may provide an opportunity to shift from performative efforts to operational equity. “It’s time to focus less on headlines and more on performance reviews, career development and internal systems,” she said.
CEOs still committed, but quietly
Despite the pressure, many senior leaders continue to support inclusion initiatives, just not publicly. At a recent CEO roundtable, none admitted to dismantling DEI programs, according to Cid Wilson of the Hispanic Association on Corporate Responsibility. Companies are sanitising language in internal documents, however, revising diversity-focused communications, and opening previously exclusive development programs to all employees.
“If your job title’s got ‘inclusion’ in it, it’s either been changed or eliminated,” said Chantalle Couba, a consultant to boards and HR leaders. The new reality for DEI is less about visibility and more about embedding inclusion in broader talent strategies.
