What’s Next for DEI in Organizations?

President-Elect Donald Trump promised voters in the United States that he would work to end diversity, equity, and inclusion (DEI) programs. People are now wondering how this pledge will shape organizational practices and everyday workplace experiences.

Thought leaders are looking back to the policies that emerged from the 2016 election and are dissecting the content of speeches and websites to make predictions about what might happen next. In addition to these strategies, evidence from psychological science can also provide a useful perspective.

Perhaps what is most fundamentally clear from over 100 years of research is that, whether we change labels or eliminate programs, the actual psychological phenomena of diversity, equity, and inclusion will continue to exist in organizations.

The reality is that people are working with others who are different from them. For example, census data confirm that Americans are more racially and ethnically diverse than ever before. As another example, given that the average age of retirement has increased, people are also more likely to be working with others whose ages are different from their own.

It is also true that race, age, and gender are characteristics of individuals that can be and are immediately observed in interpersonal interactions. Indeed, evidence demonstrates that our brains are wired so that when we meet people at work— clients, supervisors, coworkers, customers—we notice precisely such features. This is part of why the very first issue of the Journal of Applied Psychology, published in 1917, included multiple articles that addressed questions about race and gender. Diversity as a phenomenon is simply a reality.

Inclusion and equity are not inherent features of American workplaces, organizations are not necessarily characterized by either. However, the science from meta-analyses is clear in demonstrating that to the extent workers feel included, they are more satisfied and engaged with their jobs and perform better. To the extent workers feel that procedures and processes are fair, they will go above and beyond the requirements of their jobs. It stands to reason that organizational interests in promoting productivity would be improved with inclusion and equity.

On January 20, 2025, a significant change of leadership will be marked by inaugural ceremonies. Science suggests that what will not change on that day is the reality of workplace diversity or the benefits to organizations that create inclusive environments for workers.