Leaders Who Remain Faithful to the Core Inclusion Mission Have Nothing to Fear

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Navigating Washington: Insights for Business

Leaders Who Remain Faithful to the Core Inclusion Mission Have Nothing to Fear

23 January 2025 / Quick Take

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The new administration’s executive orders and directives targeting Inclusion have sparked widespread concern, extending beyond government agencies to private sector companies anxious they may come under federal scrutiny for their Inclusion initiatives.

Key Insight

Companies that remain faithful to the core intent of Inclusion with initiatives that champion fairness and workplace inclusion—while driving tangible business results––are generally welcomed by employees, executives, and shareholders and are unlikely to attract legal challenges. Although some organizations have strayed from Inclusions original intent, most that persist despite recent backlash do so because they believe Inclusion strengthens the bottom line.

Actions

To prepare for intensifying pressure, companies should:

Strengthen Inclusion foundations through policies and rebranding: Rather than relying solely on one-off programs, companies should cement Inclusion through fair policies and practices in hiring, promotion, and pay. Where necessary, reframing Inclusion with less politicized language (e.g., “inclusion, belonging, and culture”) can help defuse external criticism while preserving fundamental principles of equitable treatment and inclusive culture.
Reaffirm and communicate Inclusion commitment: Leaders should publicly and internally underscore that the values of “diversity,” “equity,” and “inclusion” remain central to the company’s mission, talent strategy, and overall success. By emphasizing the direct link between Inclusion and key bus

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