What Leaders Should Know About Project 2025

You have probably heard about Project 2025, and you might be wondering if it will have any impact on your business or employees. We thought we would spend some time this month covering its potential impacts to help you wade through the 922-page pdf.

This conservative proposal, tied to the 2024 Presidential election, outlines significant changes that could reverse decades of progress in diversity, equity and inclusion (DEI). It aims to dismantle DEI initiatives and restrict the rights of marginalized communities, which could profoundly affect your business, your employees and the broader society. Being informed about these proposed changes is essential for safeguarding the inclusive values that drive successful organizations.

A summary of Proposed DEI Actions

Here are just some of the other proposed changes which will negatively impact employees and businesses of all sizes:

• Eliminate Equal Employment Opportunity Commission data collection which impacts all EEOC discrimination categories (page 616)
• Eliminate disparate impact liability which impacts interracial marriages (page 616)
• Eliminate the Office of Federal Contract Compliance Programs signed in 1965 to require federal contractors (and subcontractors) to commit to nondiscrimination (page 616)
• Cut costs for the U.S. Department of Veterans Affairs by having fewer health conditions qualify veterans for disability benefits — a proposal could greatly restrict disabled veterans’ access to life sustaining benefits (pages 649-650)

This blog post will concentrate on the changes that impact those who the Spectra Diversity Inclusion Assessment measures in terms of demographics: people of color, the LGBTQ community, women, veterans, those with physical and mental disabilities, older citizens and religion. This will help you understand how these changes could negatively impact your employees.

LGBTQ? You Don’t Count (i.e. we won’t count you)

“The next conservative President must make the institutions of American civil society hard targets for woke culture warriors. This starts with deleting the terms sexual orientation and gender identity (“SOGI”), diversity, equity, and inclusion (“DEI”), gender, gender equality, gender equity, gender awareness, gender-sensitive, abortion, reproductive health, reproductive rights, and any other term used to deprive Americans of their First Amendment rights out of every federal rule, agency regulation, contract, grant, regulation, and piece of legislation that exists.” (Project 2025 page 4)

Most government programs (every federal rule, agency regulation, contract, grant, regulation and piece of legislation that exists) rely on data to make decisions. Just like private organizations rely on data to make decisions. Project 2025 suggests that any person who is gay, lesbian, bisexual or transgender does not count – does not matter. This would likely result in rolling back protections and support for marginalized groups, affecting civil rights and social progress in the U.S. by hindering data collection and targeted solutions.

Restricting data is bad for business

Ignoring data on LGBTQ+ individuals, as suggested by Project 2025, is a harmful approach. Data is essential for understanding the diverse needs of employees and customers, fostering inclusivity and driving innovation. By excluding LGBTQ+ data, businesses lose valuable insights into a significant segment of the population, leading to policies and practices that are out of touch and potentially discriminatory. This not only hinders business growth but also damages reputation, employee morale and customer loyalty – ultimately undermining success.

The Good People in History Were Never the Ones Who Banned Books

Recent classic books that have been banned include: The Grapes of Wrath (John Steinbeck), To Kill a Mockingbird (Harper Lee), The Catcher in the Rye (J.D. Salinger), Animal Farm (George Orwell), The Bluest Eye (Toni Morrison) and Brave New World (Aldous Huxley).

Other recent books banned in schools include those that even show the existence of transgender people or have characters with gay parents, making children in LGBTQ families feel unwelcome.

In Granbury Texas, a local law enforcement officer even vigorously pursued felony charges against three librarians in the Granbury Independent School District. The officer took it upon himself to determine whether books in the library were ok for children to read, disregarding what their parents, or trained librarians believed was age-appropriate.

The paragraph found on page 37 of Project 2025 suggests that the mere mention of transgender people should be considered pornography:

“The people who produce and distribute it [transgender] should be imprisoned. Educators and public librarians who purvey it should be classed as registered sex offenders. And telecommunications and technology firms that facilitate its spread should be shuttered.” (Project 2025, page 37)

Censorship Risks and Its Impact on Business and Safety

Speaking of books that could be banned, Spectra Diversity CEO and  Co-founder, Chris Jones, wrote Powering Inclusive Cultures: Why Measurement Matters, a book that acts as a primer for any small business owner who may be wondering where to start when tackling diversity, equity and inclusion in their organization. A fully enacted Project 2025 would classify this helpful business resource as pornography, Jones would be placed on the sex offender registry and Spectra Diversity would be “shuttered.”

The proposal to classify discussions of transgender issues as pornography and criminalize those who provide or facilitate such content would have severe repercussions for businesses and their employees. It could lead to censorship, stifle open communication, and create a hostile work environment for LGBTQ+ individuals. By expanding the sex offender registry to include those who discuss or distribute transgender-related content, it would dilute the registry’s purpose, including individuals who are not actual sex offenders and undermining its effectiveness in protecting public safety. This approach could also lead to the closure of businesses that promote diversity and inclusion, damaging their reputation and economic viability.

“Look for the Helpers”

Fred Rogers said, “When I was a boy and I would see scary things in the news, my mother would say to me, ‘Look for the helpers. You will always find people that are helping.’”

In a business context, the Chief Diversity Officers and DEI consultants are the “helpers” medium and small sized businesses should be looking for if they are to compete for talented employees (especially millennials and Gen Z) and retain their employees who believe in diversity, equity and inclusion.

But project 2025 has other ideas about DEI professionals, taking the incorrect stance that DEI practices that create inclusive workplaces are discriminatory.

“The next conservative Administration should dismantle USAID’s DEI apparatus by eliminating the Chief Diversity Officer position along with the DEI  advisers and committees; cancel the DEI scorecard and dashboard; remove DEI requirements from contract and grant tenders and awards; issue a directive to cease promotion of the DEI agenda, including the bullying LGBTQ+ agenda; and provide staff a confidential medium through which to adjudicate cases of political retaliation that agency or implementing staff suffered during the Biden Administration. It should eliminate funding for partners that promote discriminatory DEI practices and consider debarment in egregious cases.” (Project 2025 page 291)

The Critical Role of DEI in Attracting and Retaining Talent

Dismantling DEI at the federal level could lead to the removal of key support structures like Chief Diversity Officers and DEI initiatives, which are crucial for fostering an inclusive workplace culture. When companies make data-driven DEI decisions, they can look to the data which can show which demographic groups are in danger of leaving their company or quiet quitting and make changes to improve retention.

Without these “helpers,” companies may struggle to attract and retain top talent, particularly among millennials and Gen Z, who value diversity and inclusion. This could lead to higher turnover, reduced employee engagement and a less competitive position in the marketplace. Eliminating DEI requirements and support could negatively affect workplace morale and innovation.

Why does Project 2025 matter to Spectra Diversity?

It matters because our mission is to “provide comprehensive insights into diversity, equity and inclusion (DEI) for small to medium-sized businesses”.  We believe in data-driven DEI. Our current data-driven insight is that Project 2025 (aka the 2025 Presidential Transition Project and Agenda 47) will be detrimental to those who are not white, able-bodied, heterosexual Christian men.  Which is most of us.

Spectra Diversity believes DEI (diversity, equity and inclusion) and being “woke” (having awareness of social inequalities) is a good thing. We further believe that Project 2025 and a reversal of racial, economic, gender and climate progress are not good things for businesses or organizations.

Rather than trying to stop teams from better understanding each other and how to work well together, we believe it would be better for everyone to learn more about becoming an ally.

Why does Project 2025 matter to businesses and employees?

This set of policy positions matter because businesses thrive on inclusivity, data-driven decision-making and fair employment practices. The proposed changes in Project 2025, including the elimination of DEI roles, censorship of LGBTQ+ discussions and cuts to veterans’ benefits, could lead to a less inclusive workplace, higher employee turnover and reduced competitiveness. By undermining diversity, equity and inclusion initiatives, businesses risk losing top talent, damaging employee morale and facing potential backlash from customers and stakeholders who value social progress and fairness.

Double Down on Data-Driven DEI

Now is the time to reinforce your business commitment to diversity, equity and inclusion by leveraging data-driven insights.

Conducting a workplace assessment today ensures you’re doing everything possible to create an inclusive environment for everyone. When you develop an understanding of the needs and experiences of all employees, you can implement targeted strategies that foster belonging, attract top talent and retain your most valuable team members.

Don’t leave it to chance—make DEI a priority and lead your organization toward a more inclusive and successful future.