Expert Insights on Navigating Workplace DEI Under Trump
Diversity, equity and inclusion have long been a priority for HR leaders committed to fostering inclusive and fair workplaces. However, with the Trump administration’s focus on rolling back DEI initiatives in government and corporate settings, organizations are facing fresh challenges.
As The Hill reports, “The president can’t actually compel private companies to curtail their DEI efforts via executive order. But Trump can amp up the partisan political pressure, and some companies have cited those political shifts when scrapping DEI programs.”
These actions by some of the largest companies in the country have left business leaders wondering whether to follow suit or carry on with their existing initiatives. And others wonder if creating new DEI efforts is wise or worth it in this climate.
How should HR leaders respond? What proactive measures can they take to ensure their employees feel supported and valued?To address these questions, we turned to members of the HR Think Tank—a group of strategic HR and business experts dedicated to forward-thinking solutions. Below, they share actionable insights on how HR leaders can adapt their DEI efforts while upholding a people-first approach.
“HR leaders must take key steps to ensure their colleagues and employees have the necessary tools, guidance and reassurance in a workplace culture that values their well-being.”
Prioritizing Employee Well-Being in Today’s Political Landscape
Nicole Smart, an Inclusion Strategist with extensive experience across industries including nonprofits, professional sports, entertainment and healthcare, stresses the importance of taking a human-centered approach. “As organizations face increased scrutiny regarding their DEI commitments, employees are looking for meaningful action,” she says.
One strategy she emphasizes is adopting a leadership framework that balances intellectual, emotional and decency quotients (IQ, EQ and DQ). DQ was coined by Ajay Banga, current president of the World Bank Group; “This term emphasizes the need for leaders to lead with intelligence, empathy and a sense of decency,” Smart explains. To implement this effectively, she suggests:
- Prioritizing employee well-being by fostering a culture where individuals feel heard and valued.
- Equipping leaders with the Leadership Triad (knowledge, trust and power) to ensure they balance intelligence with emotional and ethical considerations.
- Providing psychological safety through open communication forums and feedback mechanisms.
- Promoting self-care for both leaders and employees to sustain a healthy workplace environment.
Leading with Emotional Intelligence
Lori Landrum, Manager of Human Resources and Marketing at Heights Tower Service, Inc., underscores the importance of emotional intelligence in today’s workforce. “Now, more than ever, HR leaders will need to stay attuned to what their employees are feeling,” she notes. With uncertainty surrounding DEI policies, many employees are experiencing heightened stress and anxiety. That’s on top of already-heightened negative emotions at work, as reported by Gallup.
To address these concerns, her team is implementing:
- Open forums for employees to express concerns and ask questions.
- Clear communication on workplace conduct policies, reinforcing zero tolerance for discrimination.
- Leveraging federal language from executive orders to provide clarity on compliance while maintaining a commitment to inclusion.
- Expanding wellness and benefits programs to offer additional support for employees and their families.
- Ensuring travel policies prioritize employee safety, particularly for marginalized groups.
“Ensuring employees feel seen and heard, and that their working environment remains both physically and psychologically safe, is our top priority.”
Reframing DEI Through a New Lens
Jason Elkin, Founder and Chief Innovation Officer at EQUALS TRUE, argues that the language around DEI needs to evolve. “The conversation has changed, basic values have changed and everyday norms have changed,” he says. “Organizations should first change the language of DEI—substituting the words ‘diversity, equality, and inclusion’ with ‘feeling welcomed, being treated fairly on a level playing field, and belonging.’”
Elkin suggests shifting the approach from rigid policy-driven training to an empathy-based strategy. “This leads to a more organic outcome and exposes bad actors in sharp relief,” he explains. Instead of acting as DEI enforcers, HR leaders should position themselves as supportive guides who help employees navigate workplace culture.
“The conversation has changed. It’s time to stop being the police and start being the friend who helps employees make sense of what’s happening so they can make the right decisions.”
Actionable DEI Strategies for HR Leaders:
- Reframe DEI Terminology: Adapt messaging to focus on belonging, fairness and opportunity rather than using polarizing terms.
- Equip Leaders with the Leadership Triad: Train executives to lead with a balance of intelligence, emotional awareness and ethical responsibility.
- Create Open Dialogue: Establish safe spaces for employees to voice concerns and seek clarity.
- Maintain Legal Compliance While Upholding Values: Keep policies updated, ensuring they align with both federal regulations and organizational DEI commitments.
- Invest in Employee Well-Being: Expand mental health resources, wellness programs and psychological safety initiatives.
- Lead with Empathy: Foster a culture where employees feel supported and HR is seen as an advocate rather than a rule enforcer.
Diversity, Equity and Inclusion: Still Priorities for HR
The landscape for DEI initiatives is changing, but that doesn’t mean HR leaders should abandon their commitment to inclusivity. By reframing how DEI is communicated, prioritizing emotional intelligence and leading with empathy, organizations can maintain a strong culture of belonging despite external pressures. As the members of the HR Think Tank highlight, proactive leadership and strategic adaptability will be key in navigating this new chapter.
