Take Five: TikTok ban delayed, investors shy from ESG, and what LGBTQ+ employees need to feel like they belong.

1. TikTok is here to stay (for another 75 days).

President Trump has extended ByteDance's deadline to sell TikTok's U.S. operations by 75 days, pushing the timeline to mid-June and preventing a ban tomorrow. In his Truth Social announcement, Trump cited the need for additional time to secure necessary approvals while expressing hope for continued "good faith" negotiations with China. This marks the second time a ban has been delayed. Read More >

Takeaway: If you haven't fully mapped your scenario planning for losing TikTok, you have a few more weeks to do so. If this prolongs uncertainty for your business, consider how you can test its potential impact by pausing content creation or affiliate/influencer marketing as a pilot.

2. LGBTQ+ employees want inclusive leadership and safety at work.

A new study found that LGBTQ+ employees said discrimination has greatly impacted their choice of employer. About 1 in 3 LGBTQ+ workers in the U.S. said they're not out to anyone at work, and many professionals said they believe they must hide their sexual orientation to advance into executive roles. Read More >

Takeaway: As Pride month approaches, consider how your advocacy efforts can go beyond rainbows and statements of allyship to a comprehensive understanding of the needs of your LGBTQ+ workplace. Set up some time to connect with your ERG leads or LGBTQ+ employees who are actively in your equity and inclusion work to form a plan.

3. Shareholders aren't holding companies accountable to ESG.

Shareholder resolutions from pro-ESG investors dropped 34% since last year. Meanwhile, anti-DEI proposals from conservative groups have surged significantly, with the Alliance Defending Freedom coalition increasing their submissions from 28 to 70 in just one year. Companies have worked more closely with activists this year in an effort to keep DEI-related issues off the proxy ballot. Read More >

Takeaway: If more companies continue keeping DEI-related issues off shareholder ballots, we'll see less transparency on decision-making about workplace diversity initiatives. If you engage with executive leadership, consider how you may scenario plan for its implications, and proactively establish alternative metrics and clear business cases for current initiatives.

4. The job market isn't looking good – and will get worse.

The stock market experienced its worst drop in five years on Thursday, and is expected to continue to decline, after President Trump's announcement of steep new tariffs on most U.S. imports. Consumer spending growth has slowed this spring amid economic uncertainty, and the federal government has cut thousands of jobs in recent months. Plus, surveys from the Institute for Supply Management indicate diminishing demand for workers in both manufacturing and service sectors. Read More >

Takeaway: Provide any assurances you can about your organization's economic position in relation to the latest news. Get ahead of any planning needs to maintain dignity and care before a layoff season. And don't get cozy: employees may try to pivot now before things get worse. Ensure you're confident in your employee retention plan.

5. More schools, colleges, and universities are facing the funding ultimatum.

The U.S. Department of Education is giving state education agencies 10 days to certify that their schools do not engage in any practices that the administration believes illegally promote diversity, equity, and inclusion. Meanwhile, major universities face investigations by the administration over allegations of antisemitism on campus. Read More (higher ed) (public schools)>

Takeaway: Regardless of how your college or university responds, this news will demoralize both students and teachers alike. Focus on providing opportunities to foster togetherness with your teams, provide resources on conflict resolution to student leaders, and ensure your commitment to equity and inclusion is felt, even if it can't be expressed out loud.

Upcoming Workshops

Our virtual spaces to put trends into action

Rupture & Repair

Monday, April 14 | 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.

Conflict Evolution

Wednesday, April 16 | 3-5pm EST

With tensions and anxieties at an all-time high in a politicized landscape, effective tools for conflict resolution is a must.

Learn how to apply a culturally-responsive, inclusive framework to navigating challenging conversations, mediating tense scenarios, and fostering understanding with opposing viewpoints.

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