In its second annual report on DEI, the Littler law firm surveyed nearly 350 C-suite executives from across the U.S. to gauge their planned direction on DEI both before and after the presidential inauguration.
Why it matters: With a nationwide injunction on enforcement of the President’s executive orders on DEI, employers and CHROs are taking the opportunity to conduct comprehensive reviews of initiatives and determine the path forward to meet their business and talent needs.
What they’re saying: In the post-inauguration survey most respondents (60%) indicated they are waiting for more information on the administration’s priorities and enforcement plans before altering their DEI initiatives.
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49% of respondents are not actively considering rollbacks of their DEI programs while 24% are considering moderate or large changes.
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Of those considering rollbacks, the majority are focused on removing language from outward-facing communications (61%) and benchmarking (52%).
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Fewer than 1/3 plan to alter mentorship programs, ERGs, pursuit of diverse pipelines, internal DEI roles or stop supporting social justice initiatives and cultural awareness events.
Yes, but: Over half (55%) are worried about the risk of lawsuits, government enforcement, and shareholders proposals.
The bottom line: Survey respondents cited the importance of diversity, equity and inclusion as elements of successful talent recruitment and retention strategies and the significance that these initiatives hold for employees as key reasons for taking a “wait and see” approach.
