DEI in 2025: Why "Building to Enough" May Be the Only Strategy Available

Many in HR are trying to wrap our minds around how to create a strategy for DEI in 2025. In a business world obsessed with scaling up and chasing endless growth, there's a quieter, more sustainable path gaining traction: "Building to enough". This philosophy challenges the notion that bigger is always better, offering a refreshing alternative for businesses seeking to prioritize impact and well-being over relentless expansion.

Redefining Success Through "Building to Enough"

"Building to enough" reframes the definition of success. It's about achieving a state of balance where your business is:

Financially secure: Generating sufficient revenue to cover operational costs, provide fair compensation, and build a safety net for unforeseen challenges.

Focused on quality: Prioritizing meaningful work that makes a real difference, rather than chasing volume for its own sake.

People-centric: Cultivating a healthy work environment where employees feel valued and supported, fostering a strong work-life balance.

This approach is particularly relevant in today's turbulent climate. Recent events have cast a shadow on diversity, equity, and inclusion (DEI) efforts, with many organizations scaling back initiatives due to fear and misinformation.

The Concerning Decline in DEI Commitment

According to a 2024 report by Culture Amp, only 60% of HR professionals reported that their organizations extended DEI efforts beyond basic compliance in 2023, compared to 71% in 2021. This indicates a concerning trend of companies reducing their commitment to DEI initiatives. Unfortunately, many of those efforts have decreased over the last year.

In 2024, Diversity, Equity, and Inclusion (DEI) job postings experienced a significant decline. Data from Lightcast indicates that demand for diversity roles fell by approximately 43% from their peak in August 2022 through July 2024.

Similarly, Glassdoor's economic research team reported a 63% drop in DEI job postings as of August 2024 compared to their peak in February 2022.

Still don't believe me? Walmart has made public its intent to "scale back" DEI including removing DEI from its investor reports. Read the full write up here.

These statistics stress the need for a more resilient and sustainable approach to DEI – one that is rooted in genuine human connection and a commitment to building a more just and inclusive world.

The Impact of the Supreme Court Ruling

Personally, I am sickened by the walking back I am seeing a number of organizations make as a result of the recent ruling by the Supreme Court. Unfortunately, we now know that most companies will only pursue DEI if they are held accountable at a federal level. We can "hope" companies will remain fervent in their commitment to equitable behaviors and inclusive environments but if this were the case, would there have had to be federal regulations in the first place? I think not.

Hope for the Future: Gen Z and DEI

Fortunately, we have a generation taking over the workforce who may be the push for change we need. They are digital natives who have grown up with unprecedented access to information and diverse perspectives. They are also acutely aware of social injustices and are passionate about creating a more equitable world. This gives me hope that the future of DEI is in good hands.

A Glimpse into the Future: Gen Z and DEI

A 2023 study by Deloitte found that 75% of Gen Z employees believe that a company's commitment to DEI is important when considering job offers.

Research from Pew Research Center revealed that 62% of Gen Z adults believe that increasing diversity in the workplace is a good thing for society.

Gen Z is not only more diverse than previous generations, but they also hold more progressive views on social issues. They are entering the workforce with a strong desire to create inclusive and equitable workplaces, and they are not afraid to hold their employers accountable. Let's hope they turn the tide back to equality.

Navigating the Path Forward for DEI in 2025

Reclaim the DEI Narrative

The conversation around DEI needs refocusing. Instead of just being the "right thing to do," highlight the tangible benefits: increased innovation, employee engagement, and profitability. Showcase examples of companies succeeding with DEI initiatives. This makes a stronger case for DEI, even for skeptics.

Move Beyond Performative Allyship

Statements of support aren't enough. Embed DEI into your organization's DNA. Examine recruitment, development, and performance systems. Are you actively seeking diverse candidates? Providing equal opportunities? Creating an inclusive environment? Take concrete steps to show a genuine commitment to DEI. Learn from our guide on LGBTQ Inclusion: Moving Beyond Lip Service.

Embrace "Building to Enough"

Resist the pressure for endless growth. Remember, "Building to enough" prioritizes balance and sustainability. Focus on quality over quantity, employee well-being, and meaningful impact. You're not sacrificing DEI but helping it thrive in the areas it matters most. People who benefit from DEI must feel safe and a sense of belonging so I would recommend your "Build Enough" strategy accomplishes these targets. Redefine success and align your business with your values.

Conclusion

The path forward for DEI in 2025 requires a shift in perspective. It's time to move beyond short-term solutions and embrace a more sustainable, holistic approach. By reclaiming the DEI narrative, moving beyond performative allyship, and embracing the "build to enough" philosophy, businesses can create a more just, equitable, and thriving future for all. This is not just about surviving adversity; it's about building a better world, one meaningful connection at a time. And with the passion and commitment of the next generation, there is reason to be optimistic about the future of DEI.

Want to deepen your understanding of DEI and HR evolution? Explore our resources on Creating an Effective Diversity Recruiting Strategy, AI in HR: From Onboarding to Employee Experience, and The Future of HR.