Navigating DEI under the Trump Administration
How is the current political landscape and administration affecting the work of DEI in the private sector? Companies may be tempted to turn away from diversity, equity and inclusion (DEI) altogether to avoid risk but David Glasgow, founding director of the Meltzer Center for Diversity, Inclusion, and Belonging, offered clear guidelines to manage risks.
As an initial step, David shared three models that invite leaders to reflect on where their companies fall on the spectrum of advancing DEI.
When in Rome: Comply with the law, and do not over-comply.
Embassy: Create an inclusive, welcoming, equitable internal culture for all employees.
Advocate: Use your voice to advocate for DEI and push back on anti-DEI attacks.
These models are not mutually exclusive but have become increasingly relevant now that the U.S. is a hostile jurisdiction for engaging in DEI work.
When advocating for DEI, Glasgow encourages communicators to keep in mind some communications risks:
- Statements that suggest the organization confers preferences on protected groups with respect to palpable benefits are legally risky. The Three P’s can be a simple mnemonic for helping you determine when a particular DEI program is legally risky.
Conferring preferences. A program that gives preference to one group over another.
On protected groups. A program that confers a preference based on race, sex, color, national origin, religion, sexual orientation and gender identity.
With respect to palpable benefits. A program that provides a concrete benefit to the preferred group.
2. Statements that create a “hostile work environment” for protected. groups.
As we continue to navigate the current landscape, David recommends aligning internal stakeholders, documenting the organization’s approach to DEI in writing and training leaders on how to communicate around DEI.
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