DEI Diversity Equity Inclusion Inclusive Internal Communications

DEI Taken a Hit? 6 Actions Internal Communicators Can Take

The winds are shifting. Diversity, Equity, and Inclusion (DEI), once a cornerstone of organizational priorities is now on shaky ground, particularly in the U.S., where the government has dialled back support and even asked for reporting on DEI activities. Some companies are scaling back their initiatives, others are rebranding them quietly, and many employees are left wondering, what now?

For internal communicators, this moment is complex and charged. DEI isn’t just a “function” or a “program.” It’s the promise that employees will feel seen, heard, and valued. So, what happens when that promise feels under threat? Here’s where we can step in, recalibrate, and lead.

  1. Transparency Is Your Superpower

Your employees aren’t naïve. They see the headlines, the budgets being slashed, and the awkward rebranding of DEI efforts into something vague like “culture initiatives.” The last thing they want is spin.

If your organization is making changes to DEI programs, explain the why with clarity and honesty. Is it regulatory pressure? Budget constraints? A strategic shift? Acknowledge the decisions and the challenges, but don’t stop there. Outline what this means for employees and, more importantly, what it doesn’t mean (e.g., “This doesn’t change our commitment to creating an inclusive workplace”).

Share the facts and context first. Then open the floor for questions through town halls, anonymous surveys, or one-on-one conversations.

2. Reaffirm What Matters

A change in structure doesn’t have to mean a change in values. This is your chance to reinforce the principles of inclusion in every message, every channel, and every touchpoint.

Revisit your organization’s values. Are they still aligned with the promises made to employees? If your DEI team has been restructured, remind employees that inclusion is everyone’s responsibility, not just the job of a single department. Partner with HR and leadership to showcase tangible actions, like inclusive hiring practices, accessibility improvements, or training for managers.

Develop messaging around small, visible wins. For example, “This quarter, we introduced flexible working policies to better support caregivers. It’s one of the ways we’re building an inclusive workplace, together.”

3. Address the Fear Factor

The U.S. government’s call for reporting DEI programs has created a chilling effect. Employees might worry: “Is it safe to even talk about inclusion anymore?”

As an internal communicator, your role is to create psychological safety. Reassure employees that open dialogue about equity and belonging is not just allowed, it’s encouraged. Reinforce the confidentiality of employee feedback and celebrate diverse voices in company-wide forums.

Work with leadership to publicly commit to protecting employees’ ability to speak up without fear of retaliation.

4. Show (Don’t Just Tell) Inclusion in Action

Words matter but actions matter more. Internal communicators are the bridge between leadership decisions and the broader workforce. Use that position to amplify stories of inclusion in everyday work.

Is there a team doing incredible work to embrace diversity? Tell that story. Did a new employee resource group launch? Celebrate it. Is a leader stepping up to advocate for belonging? Spotlight them.

Instead of a generic “We value inclusion,” post a short story about a team member who made a difference, like designing a project that included perspectives from multiple regions. Human stories resonate far more than abstract concepts.

5. Prepare for Tough Questions and Answer Them

Be ready. Employees will ask:

  • “Is DEI no longer important to us?”
  • “Are we cutting corners to align with external pressures?”
  • “What’s next for inclusion here?”

Don’t dodge these questions. Instead, arm yourself with responses that show empathy, acknowledge the uncertainty, and emphasize the company’s ongoing commitment to its people.

Message example: “We know these changes raise concerns. While we’re adjusting how DEI programs are structured, our commitment to creating an inclusive environment hasn’t wavered. We want you to feel supported and safe. Let’s talk about what that looks like for you moving forward.”

6. Partner with Stakeholders

Internal communicators can’t do this alone. Align with HR, legal, compliance, and leadership to ensure messaging is consistent and actionable. Advocate for clear accountability, so inclusion doesn’t become an afterthought.

At the same time, listen to employees. Their insights can shape meaningful communication and signal where the organization needs to do better.

A Call to Action

This isn’t just a moment of change. it’s a test of what we stand for. Internal communicators have the power to shape the narrative, rebuild trust, and ensure employees feel valued, even when external forces shift the ground beneath us.

The question isn’t just what the organization will do next. It’s what we will do next as communicators. How will you ensure inclusion remains a priority, not just a policy?

How are you navigating this shift in your organization? Drop your thoughts below. This is a conversation we all need to have.

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