Group of young business people working together in creative office. Selective focus.
Rumors of the death of DEI in the workplace may have been exaggerated, as Mark Twain might say. A new survey from MyPerfectResume found that more than 8 in 10 employees want their companies to expand DEI initiatives, not reduce them.
"While the current federal DEI rollbacks may give companies false permission to reevaluate their commitment to these initiatives, this study shows that they should take a solemn pause,” said Jasmine Escalera, career expert for the resume service. “MyPerfectResume data highlight that DEI initiatives are valuable to workplace culture, and employees want them to stay. An overwhelming majority of employees, 88%, have seen diversity improve, and 95% report a positive personal impact.”
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Nearly three-fourths of survey respondents believe President Donald Trump’s rhetoric and policies have influenced their company’s DEI approach, and 7 in 10 fear that if high-profile companies cut back, others will follow. Despite this uncertainty, employees overwhelmingly support workplace DEI initiatives and see them as essential to morale, retention and company culture. Among the other key findings:
- Eighty-four percent of employees want DEI efforts to expand.
- Only 5% believe DEI should be scaled back.
- Seven in 10 fear that corporate DEI rollbacks will trigger industry wide cutbacks.
- Sixty-five percent say reducing DEI efforts will significantly harm employee retention, and the same percentage believes workplace morale will suffer.
“Companies must recognize that pulling back on DEI is a huge mistake and could cost them not just in losing progress but also in retaining and attracting top talent,” Escalera said. “Instead, now is the time for companies to double down on these initiatives and show that they are not performative but are the foundation of the company’s values.”
Between one-quarter and one-third of respondents support strengthening employee resource groups; want better communication about DEI goals; emphasize regular pay equity reviews; advocate for more diverse hiring and promotion practices; and believe leadership must be more accountable for DEI success.
“This is a critical moment for leaders to recommit -- not retreat,” Escalera said. “In a competitive labor market, employees are watching to see whether DEI is part of a company’s core values or simply a performative checkbox. Companies can even take it a step further by using this moment to evaluate the effectiveness of their DEI programs and focus on increasing their impact.
“When companies treat DEI as non-negotiable, they send a powerful message: everyone belongs, everyone matters and everyone has a place here. That’s how you build not only a diverse workforce but a resilient one.”
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Alan Goforth
Alan Goforth is a freelance writer in suburban Kansas City. In addition to freelancing for several publications, he has written a dozen books about sports and other topics.
