Hello everyone and I’m Scott Savoy at the Sterling Creations desk.
We are a bit past the middle of September and Fall is either here or on its way.
It’s my favourite time of the year.
Today, our president Donna J. Jodhan wants to know how is DEI doing these days!
Please read her editorial for this week and send her your thoughts to donnajodhan@sterlingcreations.ca
Happy weekend.
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How Is DEI Doing These Days?
By Donna J. Jodhan
Not long ago, diversity, equity, and inclusion—DEI—sat at the center of corporate messaging, hiring strategies, and brand identity. It wasn’t just a set of internal policies; it was public-facing, measurable, and often loudly घोषित. Then came a sharp political shift in early 2025 that disrupted the momentum. The result wasn’t a clean break, but something messier: a recalibration happening in real time.
So where does DEI stand now?
The short answer: it hasn’t disappeared—but it has changed shape.
In the immediate aftermath of federal pressure and policy changes, many organizations moved quickly to reassess risk. Legal teams got louder. Language softened. Public commitments were rewritten or removed. Some companies eliminated DEI roles entirely; others folded them into broader HR or “culture” functions. Agencies that once specialized in DEI communications found themselves rebranding, reframing, or going quiet.
But beneath the surface, the work didn’t stop. It just became less visible.
Today, many companies are still pursuing goals tied to representation, fairness, and workplace culture—but they’re doing it more cautiously. Instead of headline-grabbing pledges, you’re more likely to see incremental changes: revised hiring pipelines, internal mentorship programs, or data-driven approaches to retention. The vocabulary has shifted too. “DEI” as a label has become politically charged, so organizations often use alternatives like “belonging,” “talent strategy,” or “organizational effectiveness.”
Agencies and their clients are navigating a delicate balance. On one hand, they want to reflect the values of diverse audiences and employees. On the other, they’re wary of backlash—from regulators, stakeholders, or the public. The result is a quieter, more strategic approach. Messaging is scrutinized. Campaigns are tested internally before going live. What used to be a bold statement is now more likely to be a carefully worded paragraph—if it’s said at all.
There’s also a noticeable chill in content creation. Some companies have scaled back blog posts, social media campaigns, and public reports explicitly centered on DEI. It’s not always fear in the dramatic sense, but there is caution. Communications teams are asking: Is this necessary? Is it defensible? Could it be misunderstood? That hesitation has led to fewer outward declarations, even when internal efforts continue.
Still, the idea that DEI is “over” doesn’t hold up. Workforce demographics haven’t reversed. Global markets haven’t become less diverse. Employees—especially younger ones—continue to expect fairness, opportunity, and respect in the workplace. Those pressures don’t vanish because the terminology is contested.
What’s emerging instead is a kind of middle ground.
Some organizations are focusing on principles rather than labels: equal access to opportunity, transparent promotion criteria, bias-aware hiring practices. Others are embedding these ideas into existing systems rather than treating them as standalone initiatives. This approach is less about branding and more about integration—less visible, but potentially more durable.
There are also workarounds in how companies talk about the work. Data is playing a bigger role; framing initiatives around performance, productivity, and business outcomes can feel less politically exposed. Instead of leading with ideology, organizations lead with results: better retention, stronger teams, broader market reach.
Of course, this middle path comes with trade-offs. Reduced visibility can mean reduced accountability. When companies stop talking publicly about their goals, it becomes harder to measure progress from the outside. At the same time, quieter approaches may allow some initiatives to survive that would otherwise be cut entirely.
So how is DEI doing these days?
It’s in a period of transition—less declarative, more cautious, and often more embedded than before. The loudest phase may have passed, but the underlying questions haven’t gone anywhere. Who gets hired? Who advances? Who feels like they belong?
Those are still very much alive. They’re just being asked in a different tone.
Image = A stylized cracked asphalt road with a yellow dashed centerline curves upward into the shape of a large three-dimensional question mark, set against a plain light background, with bold white text reading FUTURE OF DEI placed across the lower portion of the road, suggesting uncertainty or questioning about the direction ahead.
To learn more about me as an award winning sight loss coach and advocate visit http://www.donnajodhan.com