What’s the future of DEI? Is DEI still relevant? Is it even worth the effort when the rules seem to be changing every day?
We hear you.
This is a weird time. Point blank. Diversity, equity, and inclusion (DEI) is facing criticism, with its intentions under the microscope. Legal risks are tightening around preferential hiring and companies are scrambling to clean up their DEI commitments.
But what if we told you this doesn’t have to be a bad thing?
We know, gasp. How could the women-led career platform supporting underrepresented professionals believe such a thing?
Let’s rewind a few years. It’s 2014. PowerToFly just opened its (virtual) doors as a recruitment platform getting more women into highly visible, technical roles. Jump to 2021, and we’ve broadened our focus to support all underrepresented talent across the globe. Now, in 2025, we help you build inclusive, high-performing teams where all professionals can thrive — and your business prospers.
A shift? Absolutely. But our story is not about abandoning old ways. Rather, we’re reimagining the future of DEI to better serve today’s workforce.
Change is uncomfortable, yes. Even more so when legal and financial risks are involved. But the workplace is changing every single day, and we, the employers, have to adjust with our people. So as DEI gets a “makeover” (let’s call it), this is the perfect moment to stop and consider:
- What do diversity, equity, and inclusion truly mean? (Psst… everyone thrives, including your business.)
- Are they important? (Short answer: Yes.)
- How do we continue? (Cue this blog.)
We’re taking advantage of this thought-provoking, historic, and undeniably uncomfortable moment to break down what’s happening in the DEI space — and how you, the business, can turn this challenge into an opportunity.
You heard it here first: It’s the “Great DEI Rebranding.”
📝 Free download: Reimagining DEI in a Changing Political Climate
Gain deeper insights on reframing DEI in a way that’s strategically smart and genuinely meaningful. We’ll break down common challenges, best practices for clear and compliant messaging, and ways to keep your approach consistent across your organization.
But first — what’s going on?
The forces shaping this shift are part legal, part political, and all undeniably significant. Let’s break it down.
First up, there was the Supreme Court decision in 2023 to remove affirmative action programs in university admissions. This means schools can no longer intentionally consider race in the admissions process.
While this ruling doesn’t directly affect private-sector hiring, we’ve all felt the impact — especially in terms of hiring, promotion, and leadership development programs. Legal experts are closely watching potential challenges to workplace DEI programs that consider race, gender, or other protected characteristics. Companies now face a fine line between fostering diversity and avoiding any semblance of preferential treatment.
Read this next: What’s a DEI hire — and is it a fair term?
Add to the mix the recent executive actions that mandated the elimination of DEI offices across federal agencies, leading to significant layoffs of DEI personnel. The reasoning? A push for so-called “merit-based” opportunities — but they effectively dismantle established DEI programs and policies. The Department of Government Efficiency (DOGE) has been leading the charge, restructuring agencies and scrubbing DEI efforts from their playbooks.
Then, there’s the surge of state-level legislation. Several states have enacted laws limiting diversity-based practices, from mandatory diversity trainings to race-conscious hiring policies. This trend is spreading to private businesses as well, especially those contracting with state agencies. Companies that operate in multiple states now find themselves managing a slew of differing regulations.
Coupled with these changes are the growing pressures of corporate backlash and litigation. Some high-profile lawsuits have accused DEI programs of discriminating against non-minority employees — including supplier diversity initiatives, mentorship programs, and leadership development pipelines.
Phew. Seems like enough reason to just bid adieu with DEI altogether, right?
Wrong.
Companies that hit “delete” on all people and culture initiatives will fall behind. We’re talking poor retention, unengaged employees, and lackluster business results.
(Wait, did you just call it people and culture? Spoiler alert… you’ll have to read until the end.)
Here’s why DEI still matters.
DEI isn’t going anywhere
The core of DEI is simple: Take care of all your people.
But, the part that’s been missing for many politicians and anti-DEI authorities is the other half of the coin. When you take care of your people, they take care of your business.
It’s a symbiotic relationship.
Think of it this way: Every week, Erin attends a multicultural networking lunch where she meets people across the organization. After connecting with Rosa, a new hire on the sales team, Erin discovers a customer engagement strategy that’s been improving Rosa’s response times. Energized by these concrete examples, Erin proposes a project that integrates Rosa’s engagement tactics. Her boss gives her a shout-out in a team meeting, encouraging even more cross-collaboration. Within weeks, the initiative boosts team efficiency by 12% and improves client satisfaction scores.
Inclusion is a strategy for success — and a pretty smart one at that. When your employees feel valued, empowered, and comfortable, they’re more engaged and committed. They drive results.
🎥 Catch some quick insights on the future of DEI from our chat Reimagining Inclusion in Changing Times.
The shift to mental health in 2025 - YouTubewww.youtube.com
An inclusive culture is also a massive draw for top talent. Do you want to work for a company where everyone acts the same, looks the same, and thinks the same — and if you don’t fit in, you’re painted as an outsider? Um, didn’t think so. If you’re not promoting an inclusive environment, others are — and they’ll likely attract the skilled talent you want (and need).
Also, if it wasn’t already clear, DEI doesn’t mean lowering the bar. Actually, quite the opposite.
The future of work is moving toward a skills-first, talent-driven economy. It’s about finding the right person for the right job, regardless of background or identity. We don’t care who you play golf with or what private school you attended or who your parents know. We want to know that you’ll get the job done, and well. We want to know that you can work on a team, bring fresh ideas, and inspire others to do their best work. *Cough* inclusion.
No matter what the headlines or the legal battles suggest, DEI isn’t just a “mission” or a “nice-to-have.” It differentiates the mediocre from the groundbreakers. Which side do you want to land on?
Read this next: Skills based hiring for a more inclusive workforce
We’ve been in your shoes
It feels appropriate to say: Do as we say (and as we do).
Why? Well, PowerToFly has navigated this whole “rebranding” space a time or two. And we’ve learned a handful of lessons along the way.
Let’s go back to when it all began. In 2014, Milena Berry and Katharine Zaleski, two full-time professionals and first-time mothers, recognized the inequalities women often experience in the workplace. Motivated by their own experiences, they founded PowerToFly, a recruitment platform that would get more women into highly visible roles in technology. No fluff, no magic formula — just a straightforward focus on closing the gender gap.
That was our start — one big goal and a firm, singular vision.
Centering belonging in the workplace - YouTubewww.youtube.com
But as Milena and Katharine dove deeper into this space, they became invested in the breadth of this workplace inequalities problem. It wasn’t just women trying to break into tech; there’s a whole slew of systemic barriers that prevent professionals, from people of color to individuals with disabilities, from accessing the opportunities they deserve.
In 2021, we expanded our scope to support all underrepresented talent, prioritizing intersectional diversity. Our vision broadened, our challenges deepened, but our mission remained the same: inclusion, plain and simple.
Then, in 2024, we took another hard look at what was happening in the workplace. More specifically, we analyzed the “why” behind our impact. Sure, we were getting really great, diverse professionals into equally wonderful companies — but why did this matter? What were professionals really looking for — and what did companies need?
Read this next: Build high-performing inclusive teams with PowerToFly
It became clear that DEI is not a standalone initiative. It needed to be integrated into the fabric of how a workplace operates. Our approach now centers on a skills-first, talent-driven model where every person’s contributions matter. We’ve seen how a commitment to genuine inclusion translates into better collaboration, fresh ideas, and, ultimately, stronger business outcomes.
Hence, our new mission: We enable companies to recruit and retain high-performing teams through exceptional events and expert guidance, so they can create a more engaged and inclusive workforce.
Yes, change involves uncertainty, especially when you’ve been doing things a certain way for years. But that rebrand was undoubtedly one of the best decisions we ever made.
And that’s been true for every organization we work with.
Like many companies with DEI programs, we felt the weight of uncertainty. The shifting political landscape, the evolving legal risks, and the rapid changes in the business world left many of us asking, “What next?” But we chose to see this period of change as an opportunity. It was a chance to rethink our approach, sharpen our focus, and reaffirm our commitment to inclusion.
That’s what the “Great DEI Rebranding” is all about.
How to create a long-term inclusion strategy in the workplace - YouTubewww.youtube.com
What’s the future of DEI? Your path forward
The future of DEI invites us to ask a simple but profound question: Where do we go from here?
In our view, the answer lies in a willingness to embrace change.
DEI is not a static concept. It grows and evolves along with the workplace and market trends. Today’s strategies must account for a skills-based economy, where the value of a worker is measured not just by their background but by the unique skills they bring to the table. This approach opens doors for everyone, from Ivy League graduates to self-taught coders.
DEI is changing, but you can still take care of your people - YouTubewww.youtube.com
DEI’s core values remain the same. Inclusion, fairness, and the belief that every individual deserves a chance to shine are still at the heart of what we do. This must be built into every aspect of the company. We’re moving from the words diversity, equity, and inclusion to people and culture (told you we’d come back to it). This is not one single department; it’s considering the employee experience across the board.
Read this next: The future of work in 2025
It starts with recruitment practices that value diverse skills and experiences, ensuring that every candidate is measured by their potential rather than their background. Onboarding, career development, performance reviews, and even team meetings are designed to reflect fairness and respect. Managers are trained to lead with empathy and cultural competence, and company policies support flexibility and continuous learning.
Because people are (and have always been) at the heart of what we do.
“That all sounds great — but how do we actually do it?”
Download our free resource on rebranding DEI
Get step-by-step instructions for rebranding and reimagining your DEI policies — including how to implement compliant DEI messaging, adapt recruitment and retention strategies, encourage fair talent development, and preserve company culture.
📝 Free download: Reimagining DEI in a Changing Political Climate
Clear, practical steps that your company can start implementing today to reframe DEI, update your messaging, and create consistent inclusion approaches across your organization.
Creative solutions are born when companies embrace change — and this moment is the perfect opportunity to rethink traditional strategies and emerge with a stronger, more resilient approach to inclusive leadership.
