If you read the latest headlines, you might think diversity, equity, and inclusion (DEI) work is on life support. Due to strong opposition from the new U.S. President and segments of the public, DEI has been effectively dismantled in the public sector. In addition, a few well-known companies and universities have publicly backpedaled on their DEI Initiatives. But are they isolated cases, or the first wave of an anti-DEI epidemic?
The NeuroLeadership Institute (NLI) recently explored this issue through its DEI Community Pulse Survey, in which we asked respondents to share their organization’s recent experiences with DEI. The goal was to better understand how DEI initiatives are evolving within the current political landscape, and then use the findings to help organizations reap the benefits of diversity, equity, and inclusion — whether or not the DEI nomenclature is “canceled.”
The survey, which was open from March 3 to April 13, 2025, included 192 respondents from across 14 different industries. A majority of respondents (59%) were employed by large organizations with more than 1,000 employees, and 52% operated globally. Forty percent of respondents were senior leaders.
Here’s what the DEI Pulse Survey revealed:
- Organizations are continuing their DEI work – 65% of respondents said their organizations have maintained their DEI goals, 13% said they have not, and 22% were unsure.
- For the most part, organizations aren’t changing how they do DEI – Many respondents reported no recent modifications to their organization’s DEI strategies, which include policy and procedure updates, training and education, communication and outreach, and resource allocation. Thirty-four percent of respondents reported increased DEI efforts in the areas of policy and procedure updates, and 35% reported increased training and education. On the other hand, 29% of respondents reported a decrease in communication and outreach.
- Changes to DEI strategies had both positive and negative impacts – Although some respondents report no impact of changes to their DEI strategies, many have experienced positive changes to employee well-being, trust in leadership, and engagement. Some, however, have reported a negative impact of the changes, in particular, increased internal tension (34% of respondents).
- A large majority of companies aren’t communicating their DEI stance – Interestingly, 80% of respondents said their organization hasn’t communicated its DEI stance. Despite this lack of official communication, 78% of respondents reported receiving helpful support from legal teams, 69% received support from dedicated teams monitoring DEI developments, and 75% received clear guidance on DEI policy updates.
Overall, these results contradict many media naysayers by indicating that DEI work (or whatever it happens to be called in the future) is alive and well. Most organizations, at least in the private sector, are continuing their efforts unchanged, despite recent developments.
One of the biggest pain points seems to be a lack of communication by organizations regarding their DEI stance. This reticence is understandable given the current political landscape and the fear of public backlash. However, there are ways for organizations to communicate their commitment to inclusion without using divisive language.
For example, at NLI we like to say, “If you have a brain, you have bias.” Reframing DEI work as a way to address quirks of the human brain is a way to avoid singling out any one group, which is often where DEI initiatives run into trouble, both legally and in the court of public opinion.
The survey also indicates increased internal tension amid DEI policy changes, a symptom companies should keep a close eye on. It’s important for organizations to foster an environment of psychological safety, where diverse perspectives are sought and included in decision making. If employees feel they must constantly walk on eggshells and avoid voicing their opinions — especially if they go against the majority — tensions will only increase, and individual, team, and organizational performance will suffer. Instead, teams must learn to engage in healthy, respectful debate about issues that affect the organization. To learn more about the continued importance of DEI work for organizational success, and how NLI can help with these efforts, download our free white paper.
