Preserving DEI Amid Political Pushback

Laura Guillén is Associate Professor in the Department of People Management and Organisation and Director of Leadership Development Research Centre at Esade.

Building a culture that values diversity, equity, and inclusion (DEI) is not just the right thing to do—it also brings tangible benefits to organizations. When managed effectively, diversity enhances decision-making and innovation, leading to better performance. It also strengthens recruitment efforts, as three in four job seekers consider diversity important when evaluating companies and job offers. Moreover, DEI fosters engagement and retention. According to a 2019 Catalyst study, 35% of employees’ emotional investment in their work and 20% of their intention to stay at their organization are linked to feelings of inclusion.

Despite these benefits, DEI is now facing unprecedented challenges. On January 20, 2025, the U.S. administration issued an executive order restructuring DEI programs across the federal government, impacting roles such as chief diversity officer as well as equity-related grants and contracts. This reflects a broader shift in the DEI debate, with some sectors questioning its implementation and effectiveness. The consequences have been immediate: universities are halting DEI-related research projects, and many institutions are scaling back initiatives out of fear of losing federal funding. Beyond economic concerns, society at large is questioning the legitimacy and importance of DEI in organizations.

The Ripple Effect: Political Leadership and Societal Attitudes Toward DEI

Leadership at the highest levels of government plays a pivotal role in shaping societal values. A recent study published at the Academy of Management Journal has shown that political climate influences the social integration and well-being of immigrant workers. In regions with high far-right political support, immigrants face increasing levels of social undermining by coworkers, which affects their job satisfaction and likely lowers their chances of being hired. This is because broader societal attitudes are influenced, among other factors, by political leadership, which in turn affects how individuals and organizations treat members of vulnerable social groups. When political leaders question the legitimacy of DEI, it emboldens others to do the same, leading to a normalization of discrimination.

Additionally, political leadership influences how society perceives effective leadership. People form leadership ideals based on societal models, which then shape decisions about promotions and career advancement. A recent study on reactions to the 2020 U.S. presidential election found that Joe Biden’s victory over Donald Trump shifted the average U.S. leadership prototype toward a less authoritarian, less hyper-masculine style—one that was more collaborative and empathetic. Now, with Trump back in office, we can expect a reversal of this trend favoring more dominance-driven styles over collaborative ones.

This shift has already started influencing corporate leadership. Star CEOs increasingly embody a highly agentic, dominance-driven style, while the importance of communal leadership traits—such as being considerate, sensitive, and supportive—is being downplayed. Research consistently shows that these communal qualities are key drivers of leadership effectiveness. Taken to an extreme, this mindset fosters a toxic corporate culture where only the most aggressive and self-serving individuals thrive—eroding ethical decision-making, accountability, and long-term stability. This dynamic has contributed to the downfall of organizations like Enron, Lehman Brothers, and Theranos.

The Perfect Storm: Three Factors Threatening DEI in Organizations

The current political environment presents new challenges for DEI, requiring organizations to adapt their strategies to ensure sustainable progress:

• Organizations are scaling back DEI initiatives out of fear of economic and political backlash. Federal funding cuts and political scrutiny make it risky for companies to openly promote DEI programs.
• Legitimized bias is leading to more discriminatory decision-making. As political discourse normalizes skepticism toward DEI, organizations may make more biased hiring and promotion decisions.
• Leadership ideals are shifting toward a narrow, aggressive model. The resurgence of highly agentic leadership norms—prioritizing dominance over inclusion—could make it even harder for diverse leaders to rise through the ranks.

How Organizations Can Preserve DEI

Despite these challenges, organizations can take proactive steps to safeguard their commitment to diversity, equity, and inclusion. While not an exhaustive list, the following ideas aim to spark discussion and explore strategies for ensuring DEI remains a priority, even in politically volatile times.

1. Embed DEI in Core Organizational Values

Rather than treating DEI as a separate initiative, organizations should integrate it into their mission statements, leadership development programs, and business strategies. By making DEI a fundamental part of corporate identity, organizations can sustain their efforts even when external pressures shift.

2. Provide Alternative Leadership Models

Leaders within organizations should actively challenge the dominance of forceful, hyper-agentic leadership styles by modeling and rewarding alternative leadership approaches—ones that emphasize collaboration, empathy, and inclusivity.

3. Shift Focus to Inclusion Without Explicit Labels

In politically sensitive environments, organizations can reframe DEI initiatives under broader themes like “leadership development”, “workplace belonging” and “talent optimization.” This allows companies to sustain key DEI principles while minimizing political resistance. Some companies, such as Unilever and Microsoft, have adopted inclusive talent and leadership development frameworks without explicitly labeling them as DEI programs, ensuring their principles remain embedded without drawing unnecessary political backlash.

4. Invest in Evidence-Based DEI Practices

Data-driven DEI strategies, linked to business outcomes such as performance, engagement, and retention, can provide a strong case for sustaining these initiatives even in politically volatile times.

5. Support Bottom-Up DEI Efforts

When top-down DEI initiatives are challenged, grassroots employee networks become even more critical. Employee resource groups (ERGs), mentorship programs, and internal advocacy efforts can keep inclusion efforts alive from within the organization.

6. Change the Narrative on DEI

Organizations should actively counteract negative narratives by showcasing success stories and demonstrating how diversity contributes to innovation and business success. Storytelling and data-driven communication can help shift public perception and reinforce DEI’s importance.

The political climate under the Trump administration poses significant challenges for DEI efforts in the U.S. and globally. However, organizations have both the responsibility and the power to reinforce their commitment to diversity, equity, and inclusion. By embedding DEI into their core values, promoting inclusive leadership models, and strategically adapting to political challenges, organizations can sustain their long-term impact—ensuring that DEI remains a fundamental driver of business success and social progress.