Clarkston’s team of diversity, equity, and inclusion consultants have highlighted the top DEI trends that businesses should consider. See an excerpt of the trends report below, and read all four trends for 2025 by downloading the full report here.

2025 Diversity, Equity, and Inclusion (DEI) Trends

It’s no secret that 2025 has already been a tumultuous year for Diversity, Equity, and Inclusion (DEI). As we continue to progress forward into 2025, the potential for organizations to hold steadfast to their priorities when it comes to inclusion and drive impactful change has never been greater. What can your company anticipate for its diversity initiatives in the coming year, and what are some key trends to be aware of? From remaining resilient among changing times to promoting transparency in metrics, we dive into the top four trends set to impact the space in 2025 below. 

Trend #1: Remaining Resilient Among Changing Times 

Despite a constantly changing climate marked by a new administration, organizations should consider how to remain resilient and uphold their commitment to inclusive practices and creating a culture of belonging, despite shifting business priorities and external challenges. 

In 2025 we’re already seeing budget cuts to diversity-focused programming –Target, Meta, Walmart, and McDonalds among others have begun to scale back DEI commitments in the last few months. However, it’s crucial for organizations to demonstrate leadership and remain committed to inclusivity in 2025, especially in the midst of changing political rhetoric and amid societal pressures.  

Despite these challenges, job seekers still expect companies to uphold their commitments. According to Glassdoor, 76% of employees and job seekers consider a diverse workforce an important factor when evaluating job offers. Even with limited financial resources, companies can continue to prioritize inclusion by focusing on a few “quick wins.” 

Where should organizations put their focus? 

• Internal Goals: Companies should establish both short- and long-term DEI goals that require minimal financial investment. These goals should be realistic, ensuring that they remain achievable even amid uncertainty. For example, maintaining inclusive hiring practices does not incur additional costs, but it ensures that as the team grows, it remains diverse. 
• Foster Employee-Led Initiatives: Employee Resource Groups (ERGs) and employee groups offer employees an opportunity to connect with colleagues from similar backgrounds, fostering a sense of inclusion and community. These networks, supported by the company, help employees feel valued and empowered, enhancing overall workplace engagement and inclusivity. 

We know maintaining a strong commitment to inclusion is essential for employees, regardless of the external landscape. By implementing practical, low-cost strategies such as setting clear diversity goals, fostering diversity networks, and offering internal training, companies can continue to support an inclusive culture in 2025 and beyond. Demonstrating resilience in these areas not only strengthens an organization’s reputation but also ensures that it remains a desirable and equitable place to work, even in uncertain times. 

Trend #2: A Shift in Language to Belonging and Culture 

We’re seeing some organizations shift their language, using terms like “belonging” and “culture” to ease any anxiety around continuing to use the words diversity, equity, and inclusion. These language shifts should not signal a departure from DEI principles, but rather a continuation of the work—just under a different naming convention. 

What does a language and organization shift mean for your people? 

Budget cuts and shifts in DEI language may result in organizational restructuring of DEI teams and de-prioritization of dedicated initiatives. It’s imperative that the language shifts reinforce, not replace, equity practices. Job descriptions for shifted roles should tie back to equity goals and continue to hold leaders accountable to equity outcomes. As new rhetoric takes place, it’s important to continue to tie initiatives under the “Belonging” and “Culture” umbrellas to inclusive metrics (such as belonging survey scores, promotion rates, and inclusive hiring). Leaders of these teams must maintain momentum in fostering an inclusive environment that is not just lip service. Before rolling out language updates or organizational priority shifts, consider the following:  

• How will this help all employees feel seen, heard, and supported?  
• Are we reinforcing equitable access to resources, opportunities, and networks?  
• What data will we collect to ensure this change doesn’t inadvertently create new barriers?  

By consciously ensuring equity isn’t lost in your organization’s language shifts, you ensure your new structure amplifies, rather than deprioritize, your organization’s inclusivity. Continue reading by downloading the full report below.

Download the Full 2025 DEI Trends Report Here

Read last year’s 2024 DEI Trends Report here.

Contributions from Sam Weitzel