DEI Survey: Stay the course, reshape or de-emphasize training?

Many corporate learning leaders have been asked to evaluate future plans for their DEI programs. The key questions: Should they stay the course, reshape, or de-emphasize DEI training?

Results of a recent sruvey of 2,000+ American adults may provide some direction on the best course of action.

To roll back or not?

The Harris/Axios Vibes poll contacted 2,128 people and asked: 1) Did they support or oppose efforts to roll back DEI programs, and 2) had their careers been affected positively or negatively by such programs.

A clear majority — 59% — said either that they opposed shelving DEI or were unsure about doing so. And in all the demographic and political categories with which respondents identified themselves, far more said either that they’d benefited or had been unaffected by DEI.

Additionally, 61% of respondents said employee diversity is a plus for organizations, and 75% said more needs to be done to guarantee every employee has a chance to advance.

The CEO of the Harris Poll, John Gerzema, summed up the survey results this way: “With all the backlash to DEI, you’d expect a public mandate to (roll back programs). But Americans are telling us they see the benefits of diversity, even if their support is more mild than passionate.”

Continued value

Meanwhile, a separate survey showed that CEOs continue to value DEI and other initiatives tied to social issues. As part of its annual Disruption Index survey, New York City-based management consultancy AlixPartners asked 3,200 global business leaders about the economic effect of such initiatives on their businesses, and nearly 75% said they’d been positive.

Further, 94% of executives at industry-leading companies said they view diversity and inclusion as a competitive advantage.

Adapting the approach

Diversity Resources, a DEI consultancy in Boulder, CO, acknowledges that some companies have rolled back their initiatives under political/legal pressure, but says most are adjusting rather than pulling out entirely. The consultancy says companies that want to keep their DEI programs are:

• refining them to avoid legal vulnerabilities, such as replacing hiring targets with broader candidate outreach initiatives
• rethinking their DEI messaging to reduce the perception of partisanship while staying committed to inclusion, and
• creating mentorship and leadership development programs open to all employees, emphasizing equal opportunity over quotas.

Reasons to persist

Diversity Resources cites four main reasons why DEI initiatives remain important for businesses:

1. DEI complies with existing laws, including federal anti-discrimination regulations. Businesses can “confidently maintain” legal DEI initiatives that prioritize equity and inclusion.
2. Today’s workforce values inclusive workplaces. Retaining top talent requires meeting these expectations.
3. Inclusive companies are better equipped to navigate market and societal changes. By embracing diversity, they build stronger brands and more resilient teams.
4. As globalization accelerates, companies with diverse workforces are better positioned to compete in international markets and connect with a broader customer base.

This blog entry is based on Axios post “Americans are fine with corporate DEI,” Jan. 17, 2025; AlixPartners white paper “Disruption Index: Get ready for the productivity push,” Jan. 16, 2025; and Diversity Resources post “DEI in 2025: Still legal, still profitable.”