dei didn't die

but it's definitely different now

February 13, 2025

In partnership with

Happy Thursday HR friends!👋

The weekend is almost upon us, we can almost taste it!

Today we’re pondering something I’m sure you will all have been reading about in the last few weeks, workplace dei (diversity, equity and inclusion) changes in the workplace🧠 

We appreciate this is a complex issue for our American colleagues, and we try and remain as impartial as possible in our exploration of topics. But the changes are too relevant, and too big to ignore so we hope that whatever your stance: today’s edition will spark some new ideas and hopefully fresh perspectives for your teams.

We’ll have more HR brain pickings for you on Monday!✨💪

In Today’s Edition

⛰️ The Evolution of Workplace Inclusion


🛋️ The Break Room: Adapting Your DEI Strategy Without Losing Its Soul


📚 Human Readsources: Workers hide chronic health conditions from employers, Trump's actions aim to dismantle DEI programs, AI mainly augments rather than replaces workers' skills.


Did DEI die? Or is it just time for a new approach?

the goonies film GIF

In a landscape where 76% of employees consider workplace inclusion crucial to their job satisfaction, why are so many companies publicly retreating from their diversity commitments? The answer isn't as simple as the headlines suggest.


The reality is that DEI efforts aren't disappearing - they're evolving. Forward-thinking organizations are shifting from performative statements to pragmatic actions, integrating inclusive practices into their operational DNA rather than treating them as standalone initiatives.


HR leaders find themselves at a critical crossroads, tasked with maintaining momentum on inclusion while navigating increasingly complex political and social dynamics. This requires a delicate balance: advancing meaningful change while avoiding the spotlight that has made DEI initiatives targets for criticism.


The path forward demands a fresh approach - one that prioritizes measurable impact over messaging, and sustainable progress over short-term publicity. It's time to reimagine workplace inclusion for what it truly is: not a corporate program, but a fundamental business imperative that drives innovation, retention, and bottom-line results.

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🌟 The New Face of Workplace Inclusion


Let's cut through the noise: DEI isn't going anywhere, but how we approach it is evolving fast. The political spotlight and legal challenges have pushed many companies to rethink their diversity strategies - but that doesn't mean abandoning the mission.


Instead, smart HR teams are getting creative about embedding inclusive practices into their everyday operations.


According to research, companies that maintain their commitment to inclusion while adapting their approach are seeing better retention and engagement.


The key to success? Moving away from standalone DEI programs toward integrated practices that focus on belonging and business performance. Think skills-based hiring, mentorship programs, and inclusive leadership training - all tied directly to business outcomes.


For HR pros, this means three things: First, partner closely with legal to audit current programs. Second, rebrand initiatives to focus on inclusion and belonging rather than explicit DEI language.


Finally, double down on measuring business impact - tracking how inclusive practices affect everything from retention to innovation. The goal isn't to abandon DEI principles, but to weave them so deeply into your company's DNA that they become inseparable from good business practice.


🔗 Relevant links

👀 TLDR

DEI isn't dead - it's just getting a glow-up. 💅 Smart HR teams are ditching standalone programs for integrated practices that focus on business impact and belonging. Making inclusion so baked into your company's DNA that it's just... good business.

⚡ Takeaway and Try

  1. 🔄 Implement a "Skills-First Job Description Overhaul" program where HR partners with managers quarterly to rewrite role requirements based purely on performance indicators. Create templates focusing on measurable capabilities, remove demographic-oriented language, and track application rates and candidate diversity metrics pre/post changes.

  2. 👥 Launch bi-monthly "Inclusion Pulse Checks" - structured 30-minute conversations with team leaders using a standardized discussion guide. Document practical suggestions, create an action registry, and measure implementation rates. Track employee engagement scores and team performance metrics to gauge impact.

  3. 📈 Develop a "Retention Risk Dashboard" that combines exit interview data, demographic patterns, and performance metrics. Calculate turnover costs by department, identify leading indicators of departure, and create monthly intervention plans. Measure success through improved retention rates and reduced replacement costs.

  4. 🎓 Create a "Performance Journey Map" that integrates inclusion checkpoints into existing review processes. Design standardized evaluation criteria, train managers on bias-free assessments, and implement peer feedback mechanisms. Track promotion rates across groups and time-to-advancement metrics.

  5. 💰 Establish a "Culture ROI Framework" linking inclusive practices to business outcomes. Build a scorecard connecting mentorship programs, skills-based hiring, and team-building initiatives to revenue, productivity, and innovation metrics. Report quarterly on correlations between inclusion efforts and business performance.


📚 Human Readsources

🏢 Workers Hide Chronic Health Conditions From Employers (HR Dive) - Workers hide chronic health conditions, impacting work and medical care.


⚖️ AI Mainly Augments, Not Replaces, Worker Skills: Study (HR Dive) - AI mainly augments worker skills rather than replacing jobs, study finds.


📊 Meta Workers Blast 'Low Performance' Layoffs as Cruel (Fortune) - Meta layoffs spark outrage as employees dispute performance-based cuts.


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Thanks for reading to the end and we hope today’s edition sparked some new ideas for your workplace! 🧠

We know you’re super busy and really appreciate you letting us into your inbox a few times a week. 😀

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