INSIGHT

Pivoting with purpose: Workplace inclusion amid new federal guidelines

Jill Pappenheimer • February 28, 2025

Services: DEIB Consulting, HR Consulting

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On January 21, the Trump Administration introduced multiple executive orders that bring changes to federal government policies on Diversity, Equity, and Inclusion (DEI) initiatives. 

A key executive order specifically addresses DEI (or DEIA, which includes Accessibility), focusing on merit-based opportunities and practices while addressing discrimination concerns. Notably, this order extends its scope beyond federal agencies to the private sector, directing the Attorney General to provide recommendations for the private sector regarding discrimination and preferences. The order outlines plans for federal agencies to identify potential civil compliance investigations targeting various organizations, including publicly traded corporations, large nonprofit organizations, foundations with assets exceeding $500 million, state and local bar and medical associations, and higher education institutions with endowments over $1 billion. 

These executive actions represent a significant shift in federal policy regarding workplace inclusion programs. 

Strategic considerations for organizations 

Businesses, nonprofits, and public companies are now evaluating the implications of these orders with HR and leadership teams considering their response. For some, this may prompt a review of diversity leadership roles that were implemented to align with federal initiatives or as part of talent acquisition strategy. However, for organizations that have genuinely embedded inclusive practices into their culture, the question remains: What now? 

Enhancing merit-based systems 

A merit-based system operates on the premise that all individuals begin with equal access to resources, education, and opportunities. However, our societal framework contains inherent differences in access and opportunity. Creating true fairness requires recognizing that qualified individuals come from diverse backgrounds and may take different paths to success. While merit-based evaluation is important, organizations have the opportunity to enhance these systems by considering the varied experiences and perspectives that strengthen our workplaces. 

Moving forward: Keeping fairness at the core 

At BPM, we believe in our core philosophy: Because People Matter. That commitment will not change. For organizations now contemplating their approach, consider this: 

While terminology may evolve, the fundamental principles of fairness, inclusion, and equity remain essential to organizational success. Fairness means ensuring that everyone has the opportunity to succeed, regardless of their background or experiences.  

As employers, we have the opportunity to shape positive workplace cultures through our policies, practices, and systems – from developing diverse talent pools and maintaining equitable pay structures to implementing unbiased promotion processes. These practices foster workplaces that drive innovation and success through inclusion. 

“Regardless of leadership’s political view and perspective about the DEI acronym, at the end of the day as employers we want our employees to feel empowered and have equal opportunity to bring their best selves forward.   Setting aside the buzz, how employer’s programs, policies, compensation practices, promotional activities, and hiring practices are developed and maintained are key to attracting and retaining employees.” says Jill Pappenheimer, HR Consulting Partner. 

For an assessment of your company’s policies, practices and systems—and to enhance workplace effectiveness in today’s evolving landscape—contact BPM’s HR Consulting team. Together, we can build dynamic workplaces where all employees have the opportunity to contribute, evolve and exceed!