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when dei funding is cut: how to keep inclusion alive through creative adaptation

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Across corporate, nonprofit, and higher education sectors, the landscape of diversity, equity, and inclusion (DEI) is undergoing a profound reset. In 2024 and 2025, major employers such as Meta, Google, and Disney announced large-scale reductions or complete pauses in DEI staffing and programming. Nonprofits and universities have followed suit, consolidating once-flagship initiatives and eliminating roles previously dedicated to advancing belonging and equity.


These reductions represent more than budget realignment. They mark a significant cultural shift. When DEI is deprioritized, years of progress can vanish quickly. Employees who once felt valued for their perspectives may now question their place in the organization, eroding morale, fracturing trust, and diminishing the inclusive environments leaders have worked hard to cultivate.


Yet financial constraint does not have to equal mission collapse. The goal isn’t to replace every dollar—it’s to preserve purpose and momentum. When external funding wanes, organizations can adapt by redistributing responsibility, fostering creativity, and embedding inclusion into everyday decision-making.


This guide explores practical, low-cost strategies to keep DEI work alive and visible through times of contraction. By leveraging internal programming, leadership modeling, and employee-driven innovation, institutions can transform DEI from a departmental initiative into a shared organizational practice. One that endures economic shifts and sustains trust even when budgets tighten.



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why funding disappears—and what it signals

DEI funding rarely evaporates in isolation. It’s often the first visible symptom of larger organizational recalibration. When economic or political headwinds arise, diversity and inclusion programs can quickly shift from being labeled “essential” to “optional.”


1. leadership turnover and shifting priorities 

A change in leadership often brings a change in philosophy. New executives may question DEI’s alignment with business goals or seek “neutral” branding to avoid controversy. In today’s polarized climate, neutrality can sometimes function as a retreat.


2. economic tightening 

During financial strain, DEI budgets are often the first to be reduced. Without clear metrics linking inclusion to performance, leaders may see DEI as a cost center rather than a strategic investment. Research by Culture Amp shows that employee perceptions of DEI investment dipped in 2023, and fewer organizations hired external DEI consultants that year.


3. strategic realignment 

Organizations chasing measurable short-term ROI often redirect funding toward revenue-generating or compliance-focused programs. The result: DEI work becomes siloed or deprioritized despite its long-term cultural and reputational value.


According to a 2025 Resume Builder survey, one in eight companies has eliminated or reduced DEI programs — 5% have ended them entirely and 8% have cut budgets.


Internally, these reductions send two possible signals. They can expose a misalignment between stated values and spending priorities, risking credibility. Or, they can serve as an invitation to embed inclusion more deeply into daily operations — transforming DEI from a program into a shared practice.


Ultimately, funding cuts don’t have to mean mission cuts. With creativity, culture, and consistent leadership behavior, organizations can sustain belonging and equity even in lean times.



retaining momentum through internal programming

When budgets are tight, DEI work must evolve from event-based programming to embedded practice. Sustainability depends on shifting inclusion from something celebrated occasionally to something lived daily — woven into how people hire, lead, and collaborate.


1. embed inclusion into operations 

The most effective way to preserve DEI progress during funding cuts is to integrate it into core operations. Reassess hiring and onboarding to ensure processes are equitable and bias-aware. The Society for Human Resource Management (SHRM) notes that inclusive hiring practices—such as diverse search committees and consistent evaluation criteria—build stronger, more innovative teams.


Embedding equity goals, such as inclusive meetings or transparent feedback cycles, ensures DEI remains measurable and visible in everyday work, not just HR initiatives.


2. shift to microlearning

Replace costly, one-time trainings with continuous, bite-sized learning. Microlearning, utilizing short videos, reflection prompts, or a monthly “Inclusive Practice of the Month” email, encourages long-term behavior change and keeps inclusion at the forefront.


3. cultivate low-cost touchpoints 

Peer-led discussions, cross-department lunch-and-learns, and reflection sessions sustain engagement at little to no cost. A 2022 study published in PubMed Central (PMC) found that consistent, community-driven engagement improves the recruitment and retention of diverse workforces.


4. model inclusion from the top 

Transparent communication, empathy, and humility cost nothing but carry enormous influence. When leaders share their learning journeys and acknowledge missteps, they model inclusion as authentic and ongoing, rather than performative.


key takeaway

In lean times, DEI must evolve from a department to a shared discipline. When inclusion is woven into daily habits, systems, and decisions, it becomes self-sustaining rather than budget-dependent.



tapping into ERGs, managers, and free tools

When budgets are tight, Employee Resource Groups (ERGs) and frontline managers become two of the most powerful forces for sustaining an inclusive environment. Both operate at the intersection of trust, community, and daily influence- making them ideal for driving equity with minimal expense.


1. empower ERGs as innovation networks 

ERGs thrive on community, not capital. Encourage volunteer-led groups to organize mentorship circles, awareness events, or recruitment support. Even small gestures, like an executive sponsor or modest budget, can amplify their impact.


A SHRM report found that organizations with supported ERGs experience higher engagement, retention, and collaboration. Linking ERG projects to measurable outcomes (employee satisfaction, promotion rates, or partnerships) strengthens their credibility and longevity.


2. equip managers as local equity leaders 

Managers are the frontline of culture. Providing them with no-cost tools turns daily interactions into opportunities for equity:



As Inside Higher Ed notes, empowering mid-level leaders to model inclusive behavior creates “ripple effects” that sustain equity through change. Regular “equity check-ins” during team meetings or reviews ensure all voices are heard.


3. highlight accessible learning

Free tools, like LinkedIn Learning courses, TED Talks, or internal storytelling campaigns, keep growth continuous. Storytelling, in particular, fosters empathy and shared purpose without cost.


When employees lead inclusion within their own spheres of influence, DEI shifts from a top-down mandate to a community-driven movement, resilient, distributed, and lasting.



focusing on reinforcement vs. full redesign

Periods of contraction often tempt organizations to “start fresh.” Yet in DEI, consistency matters more than novelty. Rebuilding from scratch drains resources; reinforcing proven practices preserves culture and trust.


Start by auditing existing wins: Which efforts still deliver results? What can be scaled affordably? Protecting these assets helps stabilize the culture amid uncertainty.


Instead of launching new programs, double down on what already works:

  • Inclusive job descriptions that broaden candidate pools.

  • Transparent pay bands that reinforce accountability.

  • Equitable meeting norms with rotating facilitation and shared reflection.


Next, amplify internal champions. Recognize employees who consistently model inclusion through mentorship and collaboration. According to Harvard Business Review, visible recognition of inclusive leadership strengthens team cohesion and motivates replication.


Even without analytics software, organizations can track small wins, such as improved retention or participation rates, to maintain visibility and trust.

Finally, keep DEI visible. Internal newsletters, video updates, or quarterly reflections from leadership serve as reminders that equity remains a core value. SHRM research shows that consistent communication from leadership reinforces belonging even during change.


By focusing on reinforcement rather than reinvention, DEI becomes less vulnerable to volatility — and more deeply embedded in organizational identity.



next steps: partnering for sustainable equity

When budgets shrink, progress doesn’t have to. At reframe52, we help organizations sustain DEI momentum through creativity, strategy, and scalable learning. Our evidence-based tools support teams navigating resource constraints without sacrificing impact.


We help organizations:

  • Embed inclusion into daily operations and leadership practices.

  • Redesign training for efficiency through microlearning and behavioral outcomes.

  • Empower managers and ERGs to drive long-term ownership of DEI.


reframe52 partners with corporations, nonprofits, and universities to build cultures of trust, accountability, and belonging regardless of budget size.


If your organization is ready to strengthen equity work in lean times, we can help you design a sustainability plan aligned with your mission and resources.



References

Culture Amp. (2023). The state of DEI in the workplace 2023. Culture Amp. https://www.cultureamp.com/blog/the-state-of-dei-in-the-workplace-2023


Harvard Business Review. (2022, February 18). How to recognize inclusive leadership. Harvard Business Publishing. https://hbr.org/2022/02/how-to-recognize-inclusive-leadership


Inside Higher Ed. (2024, April 9). How midlevel leaders can sustain diversity efforts. Inside Higher Ed. https://www.insidehighered.com/opinion/2024/04/09/how-midlevel-leaders-can-sustain-diversity-efforts-opinion


Lean In. (n.d.). Discussion guides. LeanIn.org. https://leanin.org/


National Center for Biotechnology Information (NCBI). (2022). Community-driven interventions and workforce diversity outcomes. PubMed Central (PMC). https://www.ncbi.nlm.nih.gov/pmc/articles/PMC8966928/


Resume Builder. (2025, January). 1 in 3 companies plan to eliminate DEI roles in 2025. ResumeBuilder.com. https://www.resumebuilder.com/1-in-3-companies-plan-to-eliminate-dei-roles-in-2025/


reframe52. (n.d.). Micro-modules for inclusive leadership and communication. reframe52. https://reframe52.com





Project Implicit. (n.d.). Harvard Implicit Association Test (IAT). Harvard University. https://implicit.harvard.edu/implicit

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