10 Game-Changing DEI Truths from the CEWD Forum
At this year's Center for Energy Workforce Development (CEWD) Forum, leaders dropped some truth bombs about where diversity and inclusion are heading. Here's what matters now.
1. The words change; the work endures.
Remember "sticks and stones"? Well, it turns out that some words—like imprecise, of-the-moment terms and acronyms–can break bones, too. When they’re weaponized, and if we push to end DEI initiatives, a Littler survey of corporate leaders found that 49% are not considering new rollbacks of DEI programs. Only 8% are seriously considering changes, and in 2024, three-quarters of businesses surveyed maintained or increased their DEI commitment. Who cares what we call it as long as we do it?
2. Executive orders are scare tactics.
Executive orders make noise, but they can't create new laws. Smart organizations build DEI strategies that survive political mood swings. They focus on business value, not compliance theater. Ask Target…and Costco.
3. Legal is your friend.
Stop treating your legal team like the fun police. Bring them in early. Explain what you're trying to achieve. Help them help you. Inside counsel wants to protect the company. Outside counsel? They're fighting for survival in a hostile environment. Work together, and your work can safely continue.
4. Project 2025 is already here.
Wake up call: 40% of Project 2025 is already happening. This isn't future planning—it's current reality. Organizations that pretend otherwise will find themselves scrambling while their competitors adapt and thrive.
5. Behavior beats belief every time.
Executive orders change behavior through fear. Organizations can change behavior through clarity and shared goals. First, decide what people should work towards: a good company culture based on shared values, or better profits–maybe both. This gives a clear way to define actual behavior: inclusive actions help everyone contribute fully to those goals, exclusive actions hinder that effort. Change behavior, not belief.
6. DEI is becoming DNA.
Successful companies stopped treating diversity and inclusion like a side projects long before now. They baked them into everything. How they hire. How they promote. How they operate. They tied them to fiscal–not feel-good–outcomes. They made everyone accountable, not amenable. Successful companies will stay successful because they know diversity isn’t a problem to solve; diversity solves problems. Inclusion isn’t feeling valued; it’s being able to deliver value. And equity isn’t fiar people; it’s fair systems. Companies backing away should take note: that hope to stay successful should take note: Diverse companies have 2.3 times higher cash flow per employee. They’re 1.7 times more likely to be innovation leaders in their market. And they’re 2.9 times more likely to identify and build leaders.
7. The future of leadership is inclusive.
In today’s complex and interconnected world, inclusive leadership is a strategic advantage. Inclusive teams make better decisions 87% of the time. Inclusive teams need inclusive leaders, who need the right kind of training to become that. The right kind of training helps leaders deal with current realities. Effective inclusive leadership training is grounded in current research, not just old ideas rebranded as new science. It uses data to measure actual impact, going beyond merely tracking changed behavior. It focuses on changing leader behavior through practice, but it addresses systemic issues, not just individual biases, to create lasting change.
8. ERGs are aren’t going anywhere.
Employee Resource Groups now exist in the majority of Fortune 500 companies. However with executive orders and the EEOC throwing around made-up terms like “illegal DEI", ERGs are changing. Some companies have scaled back ERG funding. Boo, hiss. Some ERGs have opened membership to all, and shifted focus to professional development and leadership growth. That’s a good thing. Some are rebranding as Business Resource Groups (BRGs) to align with business goals, which is the ultimate win/win. Seventy-five percent of companies say ERGs have helped them retain employees.
9. One-and-done training is dead.
Remember that unconscious bias workshop from 2019? Yeah, it didn't work. Companies finally admit that checking boxes doesn't change cultures. Big changes in companies, especially in culture, often take 5 to 7 years on average. How fast these changes happen depends on how complex they are, if the company is ready for them, and if leaders communicate well. While you might see some small changes in 6 to 18 months, bigger shifts need a longer, steady effort, and clear communication from leaders is key to making it happen. Anything less? You're wasting money and annoying your employees.
10. The future of learning is micro.
Not everybody has time for day-long seminars. Microlearning—quick, focused bursts of education—boosts retention by 80%. People finish these courses three times faster. In a world where attention spans last 8 seconds, bite-sized learning isn't just convenient. It's the only thing that works.
The Bottom Line
The CEWD Forum sent a clear message: diversity, inclusion and equity aren’t going anywhere. The work is evolving, adapting, and getting smarter. The organizations that win may change the language, redefine some programs, set different targets. But they'll be the ones who understand inclusion is what drives innovation, retention, and results.