As Donald Trump returns to the White House, a newly emboldened anti-DEI bloc has gained powerful allies.

Widespread global uncertainty in the form of the COVID-19 pandemic, ongoing wars, social uprisings, and rising inflation have led individuals to feel less of a sense of personal control. New research finds that this lack of control can drive employees to seek similarity in coworkers, forming homogenous teams that stifle diversity and innovation. Research involving over 90,000 participants across multiple studies revealed that individuals with reduced control gravitate toward those similar in race, religion, or values, reinforcing predictability but fostering segregation and limiting collaboration. Leaders can mitigate this effect by taking the following steps: 1) Foster psychological safety, 2) establish predictable work routines, 3) encourage cross-functional teams, 4) develop responsive feedback systems, and 5) cultivate individual autonomy.

While DEI has faced significant backlash in the last year, companies across industries are still looking for ways to build healthy, inclusive workplace cultures where everyone can do their best work. New data at shows that even during this year of backlash, companies continued to make progress on many of their DEI initiatives. There are three ways companies should consider shifting their approach to DEI, both to be responsive to the current moment and to achieve greater impact: resetting the narrative, using data more effectively, and moving from siloed efforts to an embedded organizational focus on creating cultures that work for everyone.

DEI programs bolster college students’ sense of identity and belonging. Without these programs, they stand to miss out on crucial learning and career opportunities.

AI is being used in DEI efforts to enhance insight and implementation in employee lifecycle-related tasks, and to scale and support the work of DEI staff.