Perhaps most striking: 64% of organizations reported not having a formal DEI policy in place. While surprising, this gap presents an opportunity to align inclusion efforts more directly with organizational values and workforce expectations.
So where does that leave HR leaders today?
Compliance is the catalyst, but culture is still the compass. HR leaders are navigating legal uncertainty while trying to preserve inclusive environments.
The belief in the business value of diversity hasn’t disappeared, but it is being reframed. Organizations are shifting from identity-based language to values-driven approaches that emphasize belonging, fairness, transparency, and respect in the workplace.
Belonging is not a substitute for diversity – it’s a deeper commitment to creating environments where people feel seen, valued, and connected. It also serves as a strategic lever for retention, engagement, and performance.
From Contested Terms to Core Values
According to the survey report, the path forward is not about defending an acronym—it’s about reframing it through the lens of risk management, business alignment, and employee trust.
When the “DEI” label becomes politically sensitive, HR leaders don’t have to retreat. They can reposition the conversation around what really matters: creating a culture where people are respected, equipped, and empowered to do great work.
This November: Learn How to Shape Belonging at Work
Catapult is bringing this conversation home during our upcoming HR Connect event.
Join us in November for a special session with Dr. Carlie Houchins, EdD, Catapult’s Director of Learning, focused on practical strategies to foster real belonging.
Belonging at work doesn’t just happen—it’s shaped. Register now to be part of this honest conversation with your Catapult community.
Steps HR Leaders Can Take Now
Even before HR Connect, there are ways to start reshaping your internal strategy:
1. Conduct a DEI Risk & Compliance Audit
30% of organizations cited compliance with the executive order as a driver of change. A proactive audit helps identify risks and misalignments in:
2. Build Belonging Through Everyday Actions
Move beyond labels. Embed fairness, transparency, and respect into job postings, performance reviews, trainings, and recognition programs.
3. Equip Your Leaders
Managers set the tone for culture. Training leaders to model inclusivity and recognize subtle bias is critical in today’s workforce. Here are a few courses organizations find most helpful with training managers around culture and belonging:
4. Monitor, Measure, Adapt
Tie inclusion initiatives to outcomes such as engagement, retention, and performance to sustain leadership buy-in.
Additional Resources
Disclaimer: This post is for educational purposes and does not constitute legal advice. Employers should consult legal counsel when modifying compliance or DEI strategies.