significantly reduced mention of diversity in public corporate filings and statements. One, however, remains steadfast in its commitment to diversity and inclusion, fighting off an anti-DEI shareholder proposal and (so far) keeping the title for its chief diversity officer. The drive to diminish or wipe out DEI programs in the United States does not eliminate laws set to ensure equal employment opportunity (EEO) in the administration of these legal requirements, according to one professional familiar with the government’s crackdown. While initially, the government removed the personnel overseeing those laws too in the zeal to remove DEI from government employment and administration, they have now realized they still need some staff to ensure the EEO and civil rights laws are being administered properly and have started hiring back to fill those roles. workforce or civil rights, but it has impacted the But, overall, the messaging that DEI is bad, that “a DEI hire”--true or not--caused a tragic air crash, creates a “dark
But, overall, the messaging that DEI i s bad, that “a DEI hire”--true or not--caused a tragic air crash, creates a “dark space” for employee morale, the professional said.
space” for employee morale, the professional said. He is telling practitioners to not get caught up in the acronym DEI, and now to make sure that the EEO and civil rights requirements are upheld through their programs. There still is a lot to ensure organizations stay compliant in hiring and promotional opportunities on the HR side. The new wrinkle is that any component that is seen as DEI- related can become a liability.
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ISSUE 15 GLOBAL PAYROLL MAGAZINE
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