Appeals court allows Trump to reinstate two executive orders targeting DEI In separate opinions explaining their votes, the three judges suggested the Trump administration should be allowed to demonstrate that it will abide by anti-discrimination laws and respect First Amendment rights as it implements the executive orders, which Trump issued on the first two days of his new term. One of the executive orders directs federal agencies to abolish all DEI programs within the federal government. The other order requires recipients of federal grants and contracts to certify that they do not operate unlawful DEI programs, and it directs federal officials to “encourage” the private sector to end DEI.
If this many companies are sticking with DEI during the hostile to DEI Trump administration many more will bring DEI back with a friendly to DEI administration. While the presidential inauguration and changes across the federal and cultural landscape have had a chilling effect on corporate diversity, equity and inclusion efforts, those policies remain an integral part of a sound talent strategy. A recent survey of corporate leaders, including general counsel, HR and diversity officers, by the employment law firm Littler found that 49 percent of C-suite leaders are not considering new or further rollbacks of DEI programs after the Trump administration's executive orders, and that only 8 percent are seriously considering changes. Littler's study also found that, in 2024, three-quarters of the businesses surveyed maintained (46 percent) or increased (30 percent) DEI commitments and activity. Of the C-suite leaders continuing their efforts, "approximately three-quarters said that employee expectations for ongoing [DEI] commitments played a role, suggesting that [DEI] remains an important talent retention and recruitment strategy for many employers even as the environment around those efforts becomes more hostile," a report from Littler indicated in response to the study's findings. Amid the surging sense of DEI backlash in January, Newsweek noted that survey data from Gravity Research showed that 43 percent of companies in the Fortune 100 mentioned DEI in 2023 earnings calls. In 2024, that figure fell to 31 percent, but the study found a 59 percent rise in neutral, related terms such as "belonging" or "diverse perspectives." "Companies are looking at their DEI programs to ensure that they're not engaging in any sort of high-risk areas that have already been challenged, such as fellowship programs that may not be open to all, or having quotas," Jeanine Conley Daves, New York office managing shareholder at Littler, told Newsweek. She added that the 2023 Students for Fair Admissions v. Harvard case has been the reference point companies are using to assess their risk.
Enjoy your 4 years of less DEI,it will be back in 2029.Unfortunately the 15 trillion Trump will have added to the debt is permanent.
The Supreme Court will have issued more opinions by then making it clear that race-based hiring and promotions are illegal.