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sustaining inclusion when dei funding is cut by leadership


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In 2025, the national conversation around diversity, equity, and inclusion (DEI) has shifted dramatically- and not for the better. As federal agencies dismantle DEI offices and corporations quietly scale back inclusion commitments, what once felt like a given in organizational culture now feels precarious.


For professionals working in scholarship stewardship, donor relations, academic partnerships, and communications, this shift is more than symbolic. It signals a deeper change in how institutions define purpose, values, and talent.


The stakes are high. Abandoning DEI doesn’t steady the waters. It sends ripples of uncertainty through culture, trust, and engagement. When an institution cuts inclusion work, it signals to students, staff, and partners that equity isn’t mission-critical. That erodes trust, undermines retention, stifles innovation, and damages reputation. On the other hand, maintaining even modest, strategic DEI commitments communicates resilience and forward momentum.


This blog offers data-driven, low-lift strategies to protect DEI efforts — even when budgets tighten or leadership priorities shift. Think of it as a toolkit for sustaining inclusion under pressure: aligning with mission-critical goals, demonstrating measurable value, and reinforcing purpose when it matters most.



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why leadership might withdraw support

Senior leaders often scale back DEI efforts for a range of reasons — even when they value inclusion personally. Understanding these drivers helps communicators anticipate shifts and shape counter-narratives.


political influence

The 2025 policy landscape has reshaped perceptions of what is considered safe to support.

  • Executive Order 14151, signed on January 20, 2025, directed federal agencies to terminate all “DEI or DEIA mandates, policies, programs, and activities.”

  • Executive Order 14173 extended those restrictions to federal contractors and private entities.

Even leaders who support inclusion may interpret these as cues to retreat or rebrand DEI efforts, resulting in fewer visible programs and more cautious public messaging.


budget justification

During fiscal tightening—driven by inflation, enrollment declines, or donor fatigue — DEI programs are often labeled “non-essential.” Because return on investment can be harder to quantify, these initiatives are sometimes the first to be cut. Framingng inclusion as a driver of retention, innovation, and brand resilience can reposition DEI as strategic infrastructure rather than an optional expense.


ideological framing

The familiar “meritocracy versus inclusion” narrative falsely suggests that equity undermines fairness. In reality, inclusive practices strengthen meritocracy by ensuring equal access to opportunities and clear pathways for success.


optics management

Some executives believe stepping back signals neutrality and avoids controversy. Yet silence carries reputational risk. A 2025 Forbes analysis found DEI mentions in Fortune 100 reports dropped by 72% between 2024 and 2025, indicating fear of backlash now outweighs conviction.



framing dei in business terms

For DEI to survive budget scrutiny and leadership shifts, it must be viewed as a business asset—not a cost center. The following four perspectives can help frame DEI as an essential strategic value:


Retention and recruitment

Inclusive workplaces attract and retain top talent—especially younger generations who value belonging. Research shows employees increasingly choose employers aligned with diversity and inclusion principles. Framing DEI as “talent infrastructure” translates inclusion into measurable human-capital benefits, such as reduced turnover costs and improved engagement.


Innovation and problem-solving

Diverse teams consistently outperform homogeneous ones. According to Knowledge Anywhere, inclusive decision-making leads to better outcomes up to 87% of the time. McKinsey & Company found that companies in the top quartile for gender or ethnic diversity are significantly more likely to outperform peers financially. When inclusion is tied to innovation—such as scholarship initiatives, community partnerships, or research collaboration—it strengthens both mission and competitiveness.


Risk management

DEI isn’t only about doing good—it’s about doing right. Inclusive systems help reduce legal exposure, strengthen compliance, and protect institutional reputation. In today’s volatile policy environment, treating DEI as risk-mitigation reinforces its value as strategic resilience.


Brand equity

Students, donors, and partners increasingly evaluate institutions on authenticity. A sustained DEI commitment demonstrates integrity and modern relevance, while retreat signals regression. Aligning inclusion work with stakeholder trust bridges internal culture and external reputation.


Use internal data to quantify value

To gain traction, DEI work must be rooted in measurable data and actionable reporting.Go beyond statements of intent. Measure what matters:

  • Demographics by level, role, and promotion rate

  • Turnover by identity group

  • Engagement and belonging survey results

  • Bias or incident report trends

  • Cost of replacement and productivity loss


A 2025 analysis by Academy to Innovate HR highlights that clear DEI metrics link directly to organizational health and retention.


Frame DEI as risk prevention

Underfunded DEI systems can lead to discrimination claims, regulatory scrutiny, and public backlash. Connecting inclusion data, such as complaint resolution times or engagement gaps, to risk dashboards reframes DEI as defense as much as aspiration.


Mini-checklist: what to measure, how to report, how to frame

What to measure: turnover by demographic, promotion rates, survey participation, and hiring timelines.

  • How to report: dashboards by business unit, quarterly trend lines, executive summaries.

  • How to frame: “Without this metric, we risk X” (talent loss, innovation decline, brand cost).



making the case with a minimal budget

Maintaining inclusion when DEI funding is cut or is reduced, lean strategies can sustain momentum:

  • Microlearning modules: 10–15-minute lessons on inclusion or bias awareness.

  • Team-led facilitation: train internal champions rather than relying on consultants.

  • Internal communications: quick DEI tips, inclusion spotlights, or mini case studies.

  • Community partnerships: co-host low-cost events with local nonprofits or universities.

  • Celebrate visible wins: share retention successes, inclusive hiring stories, or efficiency savings.


These actions embed inclusion into everyday work rather than treating it as a costly initiative.



reframe52’s low-lift training packages for tight times

At reframe52, we’ve built scalable, cost-conscious options to help organizations maintain inclusion work under pressure:

  • Graze & Grow™ – Bite-sized sessions paired with dialogue; ideal for lunch-and-learns.

  • Train the Trainer – Build internal facilitation capacity to reduce outside spend.

  • Equity Microlearning App – Modular, self-paced learning for hybrid teams.

  • Project Lab – Mentorship and team projects that sustain DEI impact under constraints.


Each program is data-informed, community-driven, and designed for measurable, flexible impact.



how to fight the fight: sustaining dei through uncertainty

When leadership support wanes, resilience and collaboration become key.


  1. Build internal networks. Empower champions across departments, student affairs, advancement, and HR, to integrate DEI into daily practice.


  2. Reframe advocacy as risk prevention. Position inclusion as protecting mission and reputation, not politics.


  3. Integrate inclusion into operations. Add DEI checkpoints to meetings and projects. Ask: “Who’s not represented?” or “What voices are missing?”


  4. Leverage free and low-cost resources. When budgets tighten, creativity counts. Access open professional development tools—from webinars and podcasts to free research articles. reframe52 provides evidence-based insights on microlearning, leadership accountability, and impact measurement.


  5. Partner with peer institutions for shared facilitators or virtual sessions. Even informal brown-bag discussions can sustain morale.


  6. Celebrate and communicate wins. When DEI initiatives yield results, such as reduced turnover, improved engagement, and stronger creative output, highlight them in newsletters, leadership updates, and donor communications. Visibility reinforces value.



conclusion for fueling inclusion when DEI funding is cut

Cutting DEI doesn’t save money. It creates risk. When institutions scale back their inclusion efforts, they weaken their talent pipelines, innovation capacity, and stakeholder confidence. DEI isn’t an optional program; it’s critical infrastructure.

At reframe52, our mission is to help you sustain equitable, inclusive cultures- no matter the budget or political climate. Explore reframe52’s low-lift DEI options and free resource library to keep inclusion visible, measurable, and alive.



References

AIHR. (2025). DEI metrics: How to measure diversity, equity and inclusion in the workplace. Academy to Innovate HR. https://www.aihr.com/blog/dei-metrics/


CorpGov. (2025, February 10). President Trump acts to roll back DEI initiatives. Harvard Law School Forum on Corporate Governance. https://corpgov.law.harvard.edu/2025/02/10/president-trump-acts-to-roll-back-dei-initiatives/



Forbes. (2025, May 29). Corporate mentions of diversity and DEI dropped 72 percent in 2025, analysis finds. https://www.forbes.com/sites/conormurray/2025/05/29/corporate-mentions-of-diversity-and-dei-dropped-72-in-2025-analysis-finds/ 


Skadden, Arps, Slate, Meagher & Flom LLP. (2025, February). DEI under siege. https://www.skadden.com/insights/publications/2025/02/the-informed-board/dei-under-siege




Knowledge Anywhere. (2023). Statistical proof that diversity and inclusion (DEI) works for innovation and profitability. https://knowledgeanywhere.com/articles/statistical-proof-that-diversity-and-inclusion-dei-works-for-innovation-and-profitability/


Diversio. (2024). How DEI improves employee retention. https://diversio.com/dei-employee-retention/


Elearning Industry. (2024). Diversity in the workplace: Statistics to know. https://elearningindustry.com/diversity-in-the-workplace-statistics-to-know/


HR Consulting Group. (2025). The state of DEI programs. https://www.hr-consulting-group.com/hr-news/the-state-of-dei-programs/ arXiv. (2025).


Quantifying equity and inclusion in workforce data: Emerging metrics for organizational health. https://arxiv.org/abs/2504.16821

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