DEI in Transition
Who must navigate these shifts while maintaining inclusive and equitable workplaces?
By Darren S Fisher, DBA, C.Mgr. | Chartered Managers Canada
In 2022, I published a paper on exploring the principles of diversity and inclusiveness, emphasizing their importance in fostering equitable work environments. At the time, businesses were deepening their commitments to DEI, and inclusive leadership was recognized as a crucial driver of workplace success. Business environments experienced a significant transformation with the emergence of fully active and dedicated DEI executives and departments, committed to reshaping ideals on equity. However, as we navigate 2025, the global conversation around DEI has shifted significantly. Economic uncertainties, political polarization, and advancements in artificial intelligence have reshaped how organizations approach diversity, equity, and inclusiveness. Some companies in North America are doubling down on their DEI strategies, while others are scaling back, citing external pressures and changing priorities. Meanwhile, some have opted to remain dedicated to prior initiatives.
This transformation raises an important question: where does this leave managers—both new and experienced—who must navigate these shifts while maintaining inclusive and equitable workplaces?
The New Direction: DEI in 2025
The DEI landscape has moved beyond traditional representation-focused initiatives toward more outcome-driven approaches. Organizations are now expected to deliver measurable results in equity rather than merely meeting quotas or diversity benchmarks. This shift emphasizes the importance of "Delivery Equity"—ensuring that workplace policies and programs create meaningful, lasting change rather than symbolic gestures.
Several key factors are influencing this change:
Political and Economic Pressures: A growing number of companies are scaling back DEI initiatives, citing financial constraints and political scrutiny. In North America, some organizations are questioning the return on investment of large-scale DEI programs, leading to the reallocation of funds to other business priorities.
AI and DEI: The rise of artificial intelligence in recruitment, performance evaluations, and decision-making has introduced both opportunities and risks for workplace inclusiveness. AI-driven tools can help mitigate biases, but they also run the risk of reinforcing existing inequalities if not properly monitored.
ESG and Corporate Responsibility: DEI is increasingly linked to Environmental, Social, and Governance (ESG) initiatives. Investors and stakeholders now expect companies to align DEI efforts with sustainable business practices and social impact goals.
Challenges for New and Existing Managers
For managers, these changes present a complex challenge. How can they maintain inclusive and equitable team cultures when corporate policies may be shifting away from traditional DEI commitments? Some of the key challenges include:
Navigating Political and Social Divides: In some workplaces, employees have polarized views on DEI, making it difficult to implement inclusive strategies that satisfy all stakeholders.
Balancing Business Goals with Ethical Leadership: Managers must ensure that inclusivity remains a priority, even if DEI budgets are reduced. This requires creativity in fostering diverse perspectives without relying solely on corporate-driven initiatives.
Adapting to AI-Driven Decision-Making: With hiring and performance evaluations increasingly automated, managers must stay vigilant in identifying and mitigating potential biases in AI-driven processes.
Strategies for Managers Moving Forward
Despite these challenges, managers play a pivotal role in shaping the future of DEI. Here are some practical steps they can take:
Focus on Inclusion at the Team Level: Even if corporate DEI programs are reduced, managers can create inclusive team environments through mentorship, open communication, and employee engagement.
Use Data to Drive Equity: Leveraging employee feedback, pay gap analyses, and performance metrics can help managers ensure that equity remains a priority in decision-making.
Encourage Employee-Led DEI Initiatives: Grassroots movements within companies—such as employee resource groups (ERGs) and mentorship programs—can continue to foster inclusivity, even when leadership support fluctuates.
Uphold Character and Merit-Based Rewards and Promotions: Implementing merit-based rewards requires managers to establish clear performance metrics and maintain transparency in evaluations. This ensures that all employees understand the criteria for rewards and promotions, thereby promoting a sense of fairness and motivation. By recognizing and rewarding employees based on their character and contributions, managers can cultivate a culture that values integrity and excellence.
Stay Informed on DEI Trends: Managers should keep up with global trends and best practices in DEI, ensuring they remain proactive rather than reactive in adapting to change.
The Future of DEI and Leadership
As organizations redefine their approach to DEI, managers will remain at the forefront of implementing and sustaining inclusiveness in the workplace. Whether policies change at the executive level or not, the role of leadership in fostering equity remains critical. Managers who embrace adaptability, data-driven decision-making, and inclusive leadership will be best positioned to navigate the evolving DEI landscape in 2025 and beyond.
The path forward requires a commitment to long-term, sustainable equity—not just in policy, but in practice. As the workplace continues to evolve, the responsibility of ensuring fairness and inclusiveness ultimately falls on those who lead teams daily. It is through their actions that the true impact of DEI will be felt, regardless of corporate-level shifts.
About the Author:
Dr. Darren S. Fisher is a Business Leader and Professor/Instructor with over 18 years of experience in operational excellence, logistics, supply chain operations, distribution strategy, and business integration across North America, Asia, and the Central and Eastern Caribbean. He has a strong passion for driving change and raising awareness about Diversity, Equity, and Inclusion (DEI) and the impact of Digital Evolution in both developed and developing countries.
Dr. Fisher is an avid researcher, authoring multiple academic articles and remains committed to fostering operational excellence, organizational change, workplace equity and digital transformation. You can view his Google Scholar/ORCiD profile for past publications. https://orcid.org/0000-0002-9615-7007
