The latest companies to pivot from DEI, socially conscious AI, and how philanthropy can meet the moment.

Earlier today, I had the pleasure of popping into a conversation between Lily Zheng and Kim Clark on “Talk FAIR: Communicating Impact in a DEI-Hostile Environment.” Here were some key takeaways  – you can watch the recording here.

1. Standardize hiring processes with clear rubrics, trained panels, and demographic data tracking to reduce bias and demonstrate measurable impact. As Zheng noted: "If your hiring systems are standardized, you actually see across the board lower rates of hiring discrimination."

2. Partner with communications teams early and consistently to ensure messaging aligns with actual DEI initiatives and impacts, rather than allowing disconnected messaging that could undermine ongoing work.

3. Frame DEI benefits in terms of specific workplace improvements (e.g., better manager support, flexible work policies, standardized promotion processes) rather than abstract concepts.

4. Document and communicate concrete wins and ongoing challenges transparently, avoiding overly rosy messaging that lacks credibility.

5. Build coalitions by engaging the "middle 80%" – those that act ambivalent about your organization’s DEI initiatives – through addressing their valid concerns and demonstrating how DEI improvements benefit everyone, while not spending excessive energy on committed detractors.

Our first ever Q+A! Read my response below, then add your own in the comments of the web version of this newsletter.

Happy holidays?

Q: My colleague and I took on a DEI project to recognize culturally significant holidays within our company, like Black History Month, Women's History Month, and global celebrations like Baba Marta Day. When we asked HR for support, they said that they were too involved with planning our Sales Kick off, but that we should go ahead and run with it. So, we got a group together and started making a list of potential days and months to celebrate. But no, HR is now requesting concrete deliverables of which holidays we want to see celebrated and in what ways on a very short timeline, which does not seem doable?

A: How frustrating - this is such a common conflict that arises when initiatives like these aren't given the support and resources they deserve!

First, gather with your group to determine what is feasible given the volunteer capacity each person can provide. Communicating this through a one-page proposal might help level-set the conversation. You can say something like, "We're committed to leading this initiative and have the capacity to accomplish X over X months. To do it effectively, we need reasonable planning timelines and resources, including X, Y, and Z."

If you do move forward with something that matches your group's capacity, track your hours and follow up with HR to highlight what increased capacity on projects like these might cost. You can also explore whether leadership would be willing to allocate more employees' billable hours to DEI on a recurring basis, ensuring that the labor is properly accounted for as the project develops.

Remember, if this is beyond your capacity and resources aren't provided to move forward, you have every right to step back from this commitment – and sharing this feedback with HR might help underscore the importance of properly supporting such initiatives.

Have a question you want to ask the community? Reply to any email to submit yours.

Rupture and Repair in the Workplace

Tuesday, February 11 | 3-5pm EST

This two-hour intensive session focuses on navigating moments of tension and conflict as they arise in professional settings. Participants will learn practical, real-time strategies for de-escalating situations, intervening effectively, and rebuilding trust after moments of rupture.

Through hands-on practice and scenario work, we’ll develop a personalized toolkit for addressing workplace tensions while maintaining cultural awareness and psychological safety.

Funders, can nonprofits count on you amid growing threats? Shaady Salehi and Pia Infante outline the heightened risks nonprofits face under the new administration and the importance of philanthropists leveraging their power in solidarity. Read >

Here’s how socially conscious organizations should build community-centered AI collaborations. Mission-driven organizations should look beyond the tech sector and build AI partnerships with academia, CBOs, artists, and foundations. Read >

Companies reduce philanthropy aimed at boosting racial, gender equality. Changes in "corporate citizenship" initiatives coincide with a federal backlash against efforts to promote sustainability in private and public sectors. Read >

Republican officials urge SEC, DOL to adopt anti-ESG, DEI rules The letter, signed by 22 Republican state finance officials, cited American Airlines' recent legal loss as evidence that fiduciaries are breaching their duty of loyalty regarding ESG and DEI. Read >

It's not just workplace raids: mishandled electronic I-9s could be a costly immigration threat. A group of legal experts is sounding the alarm that noncompliant electronic Form I-9 vendors could put unsuspecting employers at risk. Read >

Meta's HR changes reflect how best practices for DEI will become more aspirational. Meta changed its formal DEI program from fixed, quantitative goals to more vague, aspirational language about the benefits of diversity. Legal specialists say eliminating hard inclusivity goals won't protect against discrimination complaints. Read >

•  Google also told employees that it will no longer formally seek to improve the diversity of its workforce. Read >

Federal workers express heartbreak and fury after Trump administration encourages resignations. An offer to return to the office five days a week or resign is forcing many workers to make difficult choices. Read >

Trump signs executive order barring transgender students from girls' sports. During the signing ceremony, the president warned K-12 schools and colleges that they could lose federal funding if they don't comply. Read >

HR should prepare now for workplace immigration raids. HR professionals should prepare for an increase in worksite immigration enforcement, including the potential for workplace raids. Read >