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DEI initiatives are evolving—how can HR keep up and make a real impact?
As regulations shift and hiring challenges evolve, HR leaders must also adapt to ensure fair, inclusive workplaces—not just on paper, but in practice. We had a conversation with four DEI experts on how to navigate this increasingly challenging space.
Key Insights and Takeaways
In this session, our panel of DEI leaders tackled the elephant in the room: what’s actually changed in DEI—and what hasn’t—as we navigate a shifting social and regulatory landscape in 2025.
Experts clarified that, despite the headlines, core anti-discrimination laws remain intact. What’s changed is the public narrative—and the fear it’s generating. As employment attorney Heather Bussing pointed out, “The law is the floor, not the ceiling. Doing the right thing is just good business.” Many panelists echoed this sentiment, emphasizing that while executive orders are getting media attention, they are not replacing existing legal protections.
Panelists discussed how top companies are adapting—not by abandoning DEI—but by evolving how they frame it. Several organizations are now using terms like “business inclusivity” or “opportunity” to reduce risk while staying true to the same values. As stated by LaShawnda Rodgers, “Your customers are watching.” So pulling back on belonging and inclusive practices? That will hurt your bottom line.
The conversation also touched on a growing need to connect DEI work to metrics: not just to satisfy leadership, but to make it real. Promotion rates, pay transparency, and accessibility were all flagged as areas where data can reveal systemic issues—and progress.
When it came to the cultural pushback against DEI, panelists didn’t sugarcoat things. But they reminded us that winning people over starts with empathy. As Rocki Howard shared, “We can’t build inclusive cultures by excluding people who don’t yet understand DEI. We have to meet them where they are—and stop canceling people for asking questions.”
There was also a powerful call to return to the heart of this work. Whether it’s called DEI, opportunity, or belonging, the aim is the same: creating workplaces where everyone can thrive. Or as Javier Barrientos summed it up, “Diversity is about optimizing talent. It’s not about taking seats away—it’s more about building a bigger table so there’s more room.”
Action Points for HR Pros
- Don’t panic and don’t get distracted by the headlines. While executive orders have caused concern, the core laws around non-discrimination haven’t changed. Stick to what’s right and legal—don't overcorrect out of fear.
- Know what’s protected. Keep legal teams involved, especially in U.S. states with changing legislation, but don’t assume political shifts require a pullback on inclusive practices.
- Change the language, not the mission. If DEI terminology is politically sensitive in your org, consider reframing it—focus on terms like “inclusion,” “opportunity,” or “equity in hiring” without compromising the goal.
- Use metrics that matter. Go beyond diversity headcounts. Track internal mobility, promotion rates, pay equity, and accessibility to understand if your DEI work is having real impact.
- Meet resistance with curiosity. When people push back, don’t shut them out. Ask questions, understand where they’re coming from, and keep them engaged in the conversation.
- Train for empathy, not just compliance. DEI isn’t just about the right policies—it’s also about behavior change. Equip managers to handle discomfort, build inclusive teams, and engage in real conversations.
The Panelists
LaShawnda Rodgers – Founder, Rodgers Global Leadership Consortium
LaShawnda Rodgers is a visionary leader and founder of Rodgers Global Leadership Consortium, specializing in workplace equity, organizational development, employee growth strategies, and project management.
With over 20 years of experience in employee experience, tech advancements, data-driven insights, consulting, and coaching, LaShawnda partners with organizations to foster inclusive environments that enhance employee engagement, retention, and operational excellence.
Rocki Howard – Founder, Diversiology.IO & Chief People & Equity Officer, Textio
Rocki Howard, founder of Diversiology.IO and Chief People and Equity Officer at Textio. She is an acclaimed diversity strategist, a recognized Diversity Influencer, and one of SIA's Global Power 150 Women in Staffing.
A member of the Forbes HR Council, she's been featured on platforms like ABC News and Harvard Business Review. She is a voice for engaged and inclusive work cultures and believes in changing the world, one story, one conversation, and one action at a time.
Javier Barrientos – Chief Diversity Officer, Point32Health
Javier Barrientos is a seasoned leader dedicated to helping organizations achieve excellence through innovative "next practices." With a diverse background spanning technology, telecom, finance, healthcare, and health sciences, he has made significant contributions to companies such as Point32Health, Takeda, T-Mobile, Amazon, Biogen, Blue Cross Blue Shield, Bank of America, TJX Companies, and Business for Social Responsibility.
Javier has spearheaded groundbreaking initiatives, including the My Inner Compass leadership program, the MS-UP program for underserved patients, and corporate board leadership programs. Several organizations have recognized his work, including the Boston Globe, Color Magazine's Top 50 Chief Diversity Officers, and the Boston Business Journal's Leaders in Innovation Award.
Heather Bussing – Employment Attorney, Bussing Law
Heather is a California employment attorney and writer who cares about providing sensible and strategic advice to employers. She would much rather understand, prevent and solve problems than fight about them.
Heather has 35 years of experience as an employment lawyer, 20 years teaching law school, and 18 years thinking about technology, people, and law. She regularly speaks and writes about HR technology and has been quoted in The New York Times, Wall Street Journal, CNN, Business Insider, and NPR. Heather writes a daily column on the latest employment laws, covering pay equity and transparency, AI in HR Tech, and why compliance, diversity, and fairness are good business.
Download the Session Takeaways Here
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