DEI Update
- Ralph Wilson
- Jun 28
- 5 min read
Much has happened on DEI since November 5, 2024, and the publication of my book, Almost Finished, in early January 2025. DEI was one of the topics I covered in my book. I addressed the topic of DEI and detailed my experience with DEI in the corporate workplace and provided my advice to fellow Evangelical Christians regarding navigating DEI in the corporate workplace. I also shared a specific message directed to the leaders of Corporate America regarding DEI. I have attached a link below to my book.
Since January 20, 2025, the Trump Administration has taken steps through Presidential Executive Orders and other means to discontinue the practice of DEI within the U.S. Military, federal government agencies, and federal government contractors. Numerous states have ended DEI in state government and state universities through legislation passed by state legislatures and Executive Orders issued by state Governors. Many public and private companies have also ended DEI or materially modified their DEI policies. When I was asked my opinion on the future of DEI in Corporate America in a January 2025 Commonwealth Matters Podcast, I responded that I was uncertain. That is still my view. I have attached a link below to this podcast.
I will address below my thoughts on the reasons for recent changes in DEI by some companies and my thoughts regarding the future of DEI in Corporate America.
1. The Rocky Soil. I believe many companies have ended or materially altered their DEI policies based largely out of political pragmatism and political expediency as they believe the political winds in the U.S. are now blowing against DEI and they do not wish to be caught in the cross hairs. This approach reminds me very much of Jesus’ teaching in Chapter 8 of the Gospel of Luke. Jesus noted in Luke 8:13 that some eagerly receive the Gospel message but have little or no conviction so that they fall away from the Gospel as soon as a time of testing arrives. My sense is that many companies will deal with DEI in the same manner. To be sure, DEI is in disfavor with the Trump Administration and in many other segments of society and opposition to DEI may now inure to the companies’ benefit. But these companies will have little or no pause to change their opposition to DEI as soon as the political winds shift again as they likely will.
2. The Good Soil. In contrast to the companies occupying the rocky soil with respect to DEI, many other companies have thoughtfully considered their approach to DEI and have determined that, rather than a force for collaboration, unity and inclusion, DEI has instead created in many instances disunity, conflict, and confusion. These companies have also determined that DEI has fostered an “under the radar” tension, toxicity, and a “pins and needles” atmosphere among employees that threatens the companies’ cohesion, strength, and even future success. These companies have come to the conclusion that true compassion and concern for their shareholders, customers, and employees is an “all hands on deck approach” to grow the business and deliver the best possible good or service to customers; to create as many good paying jobs as possible and compensate and treat all employees with dignity and fairness; to create a level playing field and give all employees without regard to race, religion, or gender an equal and fair opportunity to succeed and advance in the workplace to the fullest extent of their God given talents and abilities, with help and assistance for career advancement freely offered to all employees on as needed basis without regard to picking “winners and losers” among employee groups. Just as Jesus discussed in Luke 8:15 regarding those remaining committed to the Gospel message, these companies will weather future changes in the DEI atmospherics and stay rooted to their convictions and seek to bear good fruit for their shareholders, customers, and employees.
3. The DEI Industrial Complex. One factor regarding DEI which I believe has been largely ignored in the discussion of DEI is what I will call the DEI Industrial Complex. But before describing this term I must give credit to a great former President who coined the terminology in another context and on a different subject matter. In his farewell address to the nation on January 17, 1961, President Dwight Eisenhower warned the nation of the dangers of what he termed a “military industrial complex.” I have attached a link below to President Eisenhower’s Farewell Speech. The substance and equanimity in his speech are a welcome change from the vitriol so common in today’s political discourse. To be sure, as the General in change of leading all Allied forces in WWII, President Eisenhower understood better than anyone the necessity to have the best military defense capability of any nation in the world. As the leader of the free world, the United States had no other choice but to honor and fulfill this sacred duty. As an aside, I would point out to today’s political leaders that this duty still exists and is likely more important today than it ever has been. However, at the same time, President Eisenhower was very concerned with the rapidly developing alliance and relationship (we might refer to it today as “intersectionality”) between defense contractors, retired military leaders, and governmental officials. He saw a revolving door with retired military leaders, retired governmental leaders and retired members of Congress, and defense contractor leaders exchanging roles and moving back in forth which created the risk of over-prioritizing military defense expenditures at the expense of important domestic needs of our nation.
I am here to tell you that there is today a DEI Industrial Complex in the United States that will heavily influence the future of DEI in Corporate America and Higher Education. What do I mean by DEI Industrial Complex? Simply stated, there is an alliance/intersectionality among leaders of higher education in elite private and public universities; high powered private industry consultants; and HR leaders in Corporate America whose livelihoods and career advancement are closely tied to the continuation if not the expansion of DEI in all areas of government, higher education, and the corporate business sector. Does anyone believe that these groups will somehow disband and discontinue their mission given the current DEI atmospherics in our nation? Does anyone believe these groups will thoughtfully consider the feedback from rank-and-file employees, customers, and vendors regarding the negative impact DEI has had in employee morale and business relationships? Will this group consider the data that, except for the U.S. Marine Corps, the traditional U.S. Military service branches failed to attain their enlistment goals during the Biden Administration by a wide margin but essentially satisfied their entire 2025 enlistment goals by the end of May 2025 after DEI was discontinued following January 20, 2025? 1
Indeed, I would offer the same warning today about the dangers of the DEI Industrial Complex which President Eisenhower offered over 64 years ago regarding the Military Industrial Complex. Let a word to the wise be sufficient!
God bless you and thank you for the privilege of your time in reading my blog.
1 The U.S. Marine Corps was the only traditional military service branch that did not include DEI in their training and protocols prior to January 20, 2025, and were the only traditional military service branch to achieve its enlistment goals during each year of the Biden Administration.
Most offer defensive denials about unconscious bias. How refreshing to read a transparent admission of the obvious - we all have it!