What Inclusive Leaders Should Do in 2025

The recent U.S. presidential election has significantly affected workplaces, causing heightened anxiety, stress and political tension. Inclusive leaders are responding with varying strategies to support their teams during this volatile period.

Inclusive leader reactions

Lakesha Cole, founder of she PR, implemented an admin week to give employees space to process the election without deadline pressure. Flexible work arrangements were adopted by several companies to help employees cope with stress. Other leaders emphasized empathy and support.  JoAnn Martin of Black Crow AI made herself available for personal conversations with employees.  Mack McKelvey of SalientMG highlighted the integration of work and personal life, stressing the importance of leaders’ responses to societal issues. Gary Mittman of KERV offered flexible work options and open communication with leadership to help employees navigate the election’s aftermath.

Workplace impact

According to SHRM, political tensions are a major cause of workplace incivility, yet only a small fraction of companies have policies to address it.  The American Psychological Association noted that the current political climate, coupled with ongoing economic and health crises, has contributed to a state of collective trauma.
SHRM’s CEO, Johnny C. Taylor Jr., urged HR professionals to play a critical role in maintaining workplace peace and civility during this polarized time.  Here are a few steps an inclusive leader can take:

• Step up to provide psychological safety and emotional support to employees. Initiate an open-door policy for those who may need additional support.
• Adopting flexible work arrangements to reduce stress and prevent burnout.
• Acknowledge emotional impact. Many leaders recognize that political events have deep personal significance for employees, especially those from minority groups.  These measures highlight the importance of responsive leadership in navigating politically charged and emotionally challenging times.
• Check in with your Employee Resource Groups (ERGs). A CEO listening session in ERGs can help to further psychological safety.

A summary of Proposed DEI Actions

Inclusive leaders can plan ahead by determining a course of action to deal with some of the proposed changes a new administration will bring.  Here are just some of the other proposed changes which will impact employees and businesses of all sizes:

• Elimination of the Equal Employment Opportunity Commission data collection which impacts all EEOC discrimination categories
• Elimination of disparate impact liability which impacts interracial marriages
• Elimination of the Office of Federal Contract Compliance Programs signed in 1965 to require federal contractors (and subcontractors) to commit to nondiscrimination
• Cutting 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

Restricting data is bad for business

Ignoring DEI data can be harmful for marginalized groups. Data is essential for understanding the diverse needs of employees and customers, fostering inclusivity and driving innovation. By excluding LGBTQ+ data for example, 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.c 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.

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 this 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. Spectra Diversity believes DEI (diversity, equity and inclusion) and being “woke” (having awareness of social inequalities and compassion for others) is a good thing.

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.

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.