U.S. workers’ opinions on the role of diversity, equity and inclusion (DEI) efforts in the workplace have become more negative since early 2023, according to a Nov. 19 report from Pew Research Center.
In general, workers are somewhat more likely to say that focusing on increasing DEI at work is a bad thing — and that their company pays too much attention to increasing DEI. However, these views vary based on worker characteristics.
“As was the case in 2023, women, Democrats, and Black, Hispanic and Asian workers are among the groups most likely to say focusing on increasing DEI in the workplace is a good thing,” Rachel Minkin, a research associate at Pew, wrote in the report. “Republicans and men continue to be among the groups of workers most likely to see DEI efforts as a bad thing, and their views have become more negative since last year.”
Overall, 52% of workers said focusing on increasing DEI at work is mainly a good thing, which has dropped from 56% in February 2023. In contrast, 21% said it’s mainly a bad thing, which has increased from 16%. About 26% said it’s neither good nor bad, falling slightly from 28% in 2023.
Similarly, 52% of workers said their company pays about the right amount of attention to increasing DEI, which has remained stable since 2023. However, more workers said their company pays too much attention to increasing DEI, climbing from 14% to 19%.
U.S. workers were also more likely to say that DEI practices help rather than hurt Black, Hispanic and Asian men and women, as well as White women. On the other hand, more workers said DEI hurts rather than helps White men.
Throughout 2024, DEI pushback became more evident as more companies rolled back initiatives, including shifts in DEI strategies, fewer events and layoffs of DEI-related workers. For 2025, HR teams should debunk myths around DEI efforts, emphasize initiatives that make the most sense for the particular company or region, and embrace endurance as cultural shifts take place over time, DEI experts told HR Dive.
Given the backlash, though, DEI efforts often face a “delicate and uncomfortable environment” in business, several attorneys said during a SHRM event. HR staff should remain aware and cautious about prohibited practices, such as quotas or tying management compensation to quantitative diversity goals. However, talent acquisition teams can advertise and recruit in places to diversify their applicant pools and focus on qualifications such as experience.
Even amid these shifts, most companies aren’t abandoning their DEI practices, a Conference Board report found. Organizations said they want to create a diverse and inclusive culture to boost employee engagement, productivity and business growth.