Dismantling corporate DEI didn’t start with an Executive Order on January 21.

Corporate DEI has been under scrutiny for years. By early 2023, shareholder challenges, customer pushback, and key legal decisions had already forced companies to rethink their approach. Recent federal actions have only accelerated the urgency.

Many have argued that DEI should be treated with the same priority as other critical business initiatives. Companies perpetually introduce, modify and terminate business initiatives. DEI is no different. Every organization should be working to identify what’s working — and what’s not. What commitments, policies, and programs have actually delivered measurable workforce improvements? What needs to evolve to mitigate risk?

The reality is that some DEI practices didn’t work and should be discontinued. Others should stay in place but evolve to better ensure that all of our workplaces support an opportunity for everyone to thrive in their careers and feel welcome and respected at work.

I originally shared this in January 2024, where I outline how corporate DEI needs to pivot. One year later, the message is still on point.