Companies began ramping up their DEI initiatives in 2020 in response to social justice protests. On the hiring side, DEI job listings peaked in February 2022, with a 216% increase in the number of job listings from August 2019.
But as the job market cooled, so did demand for DEI professionals. In August 2024, DEI job postings were down 63% from their 2022 high. With the decline in job postings, companies also began scaling back their overall investment in diversity and inclusion programs.
While many seek answers about what’s next for DEI, we tapped Glassdoor Community members to ask. We learned that workers are divided over what DEI initiatives will look like moving forward:
- 34% say it will be rebranded
- 30% say it will be completely phased out
- 21% say it will be less visible
- 15% say it will make a comeback
While some professionals blast DEI programs as “a waste of time, money, and resources” and argue “merit-based hiring” is the only way to go, others believe companies will “stay the course” or rebrand their DEI initiatives.
To better understand the future, let’s look at the trends, policies, and data behind diversity initiatives.
How workers feel about DEI
According to the Pew Research Center, 52% of workers in 2024 said focusing on increasing DEI at work is “mainly a good thing,” down from 56% in 2023. The share of workers who said it was bad increased from 16% to 21% in the same timeframe.
Part of the problem, according to Chantal Salazar, Glassdoor’s Senior Director of DEI, is that people are conflating specific DEI practices and programs with the idea of DEI as a whole, when they should be evaluated separately.
“The core definitions of D, E, and I seem to be much more popular (e.g., being open to differences, giving everyone a fair shot, being open to different perspectives), but some DEI practices have come under heavy fire lately,” Salazar explained.
Proponents say DEI is driving progress. Critics say it’s creating division. But workers are still seeking information about it. (Between January and February 2025, posts in Glassdoor Community that mentioned DEI surged 3.6x compared to the same period in 2024.)
Defining DEI and its origin
DEI initiatives include a variety of practices designed to uplift marginalized groups in the workplace. While the term is commonly associated with racial or gender equality, DEI policies could also establish accommodations, support systems, or programs for groups like working parents, immigrants, and people with disabilities.
But, many professionals are confused on the definition and purpose of these initiatives, with 45% of workers answering something other than “fairness and belonging” when asked “What do you think DEI is about?” in a recent Glassdoor Community survey of over 900 professionals. Nineteen percent said “hiring quotas based on race,” and another 17% said “diversity over merit.”
The origin of DEI lies in the Civil Rights Act of 1964, created to address and reach communities that have historically faced equal opportunity obstacles. Critics claim it is racist, arguing it gives people from Black and brown communities preferential treatment. In reality, DEI benefits a large cross-section of workers, regardless of race. For example:
- Women (often non-BIPOC) have enjoyed access to leadership training, paid parental leave, and, for employees who are nursing, lactation rooms
- LGBTQ+ workers have benefitted from Employee Resource Groups (ERGs) to help employees feel safe and included, as well as expanded healthcare benefits
- Workers with disabilities, who are often excluded from the workforce, have received free or discounted job training
- Many companies have prioritized hiring veterans and military spouses
Creating a diverse, inclusive workplace has also proven to be a winning strategy for employers. Some of the best-led companies attribute their high employee satisfaction levels to their DEI initiatives. Additionally, Gen Z workers, who will make up nearly one-third of the workforce by 2030, are motivated by connection, transparency, and emotional intelligence — qualities frequently associated with DEI.
DEI rollback versus rebrand
Experts warn that pulling back from inclusivity could lower worker engagement and increase turnover, costing companies over $1 trillion. Business leaders are left navigating an ideological minefield, and many are abandoning the term DEI while maintaining the intent. For example, Salazar points to companies switching from using the term “DEI” to “belonging” in job titles and communications.
“I think we’ll see people embed DEI practices into other HR processes,” said Salazar. “For instance, instead of having a specific ‘DEI development program,’ companies will simply be more thoughtful about their learning and development processes as a whole, and make sure the new approach benefits everyone. In the end, that’s what diversity, equity, and inclusion should always be about.”