If DEI Is Dead, What Will Fill the Void?

Within hours of beginning his second term, President Donald Trump issued an executive order cutting diversity, equity, and inclusion (DEI) programs across the federal government, describing them as “illegal and immoral discrimination programs.”

This announcement has escalated a long-simmering conservative backlash against DEI, which first gained momentum as corporations made widespread diversity commitments during the anti-racism protests of 2020.

Trump’s executive order marks a turning point, sending a clear message that DEI programs are under siege not only in the public sector but also across corporate America. Over the past year, companies once seen as leaders in diversity have begun rolling back DEI initiatives, citing legal risks, political pressures, and shifting business priorities.

The Growing Corporate Retreat

The corporate pullback on DEI has been stark. Amazon, for example, announced it would discontinue “outdated” employee programs aimed at addressing disparities, without specifying which initiatives were on the chopping block. Meta followed suit, ending several equity training programs, with executives citing a “changing legal and policy landscape.”

Other high-profile companies have made similar moves:

• McDonald’s eliminated specific diversity targets and external diversity surveys, signaling a broader retreat following the Supreme Court’s decision to end affirmative action in universities.
• Walmart wound down its Center for Racial Equity, a nonprofit launched in 2020 with a $100 million pledge, and phased out the term “diversity, equity, and inclusion” in company documents.
• Ford stopped participating in external diversity surveys and restructured its employee resource groups, focusing instead on broader mentorship and networking initiatives.
• Boeing dismantled its global diversity department, shifting its staff to talent acquisition roles within human resources.

Even companies in industries that had long celebrated inclusivity have scaled back. Molson Coors reduced DEI training, Harley-Davidson disbanded its DEI function, and John Deere stopped supporting cultural awareness events like Pride parades. Across the board, corporations are distancing themselves from DEI efforts that were once heralded as transformational.

The Void Left Behind

The collective retreat from DEI creates a significant void in workplaces, one with potentially far-reaching consequences. DEI programs were not just symbolic—they provided tangible protections for underrepresented employees, helped mitigate systemic inequities, and fostered a sense of belonging.

Their absence risks reversing years of progress.

Without these programs, employees may face rising discrimination and bias, particularly in environments where inclusion is deprioritized. Organizations that fail to address these gaps risk alienating top talent, eroding workplace culture, and increasing turnover. Moreover, the broader social impact of dismantling DEI cannot be ignored: the inequities these programs sought to address remain real, and failing to confront them leaves both individuals and businesses vulnerable.

What Will Fill the Void?

If DEI is “dead,” then something must rise to take its place.

Psychological Health and Safety (PHS) offers a compelling alternative that can address some of the same issues, such as fostering inclusive environments and mitigating workplace inequities, without being politicized.

Unlike DEI, which has become a lightning rod for cultural and political debates, PHS focuses on universal principles like mental health, fairness, and safety, making it a more palatable option for businesses navigating today’s polarized climate.

How PHS Can Lead the Way

1. Focus on Mental Health and Belonging: Psychological safety emphasizes creating environments where employees feel respected, valued, and supported. By framing inclusion through the lens of mental health and wellbeing, PHS can address many of the same inequities as DEI while resonating across a broader audience.
2. Address Discrimination as a Health Risk: Discrimination, exclusion, and harassment are psychosocial hazards that harm mental health. PHS reframes these issues as risks to workplace safety, making them a priority for organizations focused on wellbeing and productivity.
3. Embed Inclusion in Broader Policies: Rather than standalone DEI initiatives, inclusion can be woven into leadership training, talent management, and wellbeing programs. This ensures equity is part of the organization’s foundation rather than a siloed effort.
4. Data-Driven Insights: Companies can use data to identify gaps in psychological safety and track the impact of inclusive practices. This approach ensures accountability without relying on contentious diversity metrics.
5. Leadership Accountability: PHS emphasizes the role of leaders in fostering psychologically safe environments. This creates a pathway for inclusive practices to thrive under the banner of workplace health and wellbeing.

A Moment of Transformation

The rollback of DEI programs is not just a shift in corporate strategy—it is a cultural crossroads. As organizations recalibrate, the void left by DEI must be filled to prevent harm and ensure workplaces remain inclusive, equitable, and productive.

Psychological Health and Safety provides a framework for moving forward, one that centers on universal values of fairness, safety, and belonging. By focusing on mental health and addressing inequities as part of broader wellbeing strategies, PHS offers a way to sustain progress and build resilience in a world where DEI faces an uncertain future.

If DEI is dead, the stakes are too high to leave its principles behind. PHS is not just an alternative—it is a necessity.