EduBirdie’s analysis of Google Trends reveals a staggering 822% surge in searches for “companies with DEI” following Trump’s executive orders rolling back a six-decades-old anti-discrimination policy. This suggests that people are interested in knowing what companies are continuing to support and stay committed to inclusion. Certainly, there could be negative implications to that search, yet this sizable increase might also suggest a shift to organizations that remain unwavering in their commitments to inclusion, especially for younger generations.
This is coming at a time when President Trump’s mandate to eliminate DEI programs from federal agencies could influence private sector companies to do the same. If companies choose to follow suit, workplaces may become less inclusive and supportive of historically marginalized groups as a result. There are costs to this withdrawal that lawmakers and companies may not be considering.
DEI Has Never Claimed to be Perfect
In my interview with Avery Morgan, chief human resources officer at EduBirdie, she said, “DEI initiatives were far from perfect even before Trump’s order. Our recent studies revealed that 54% of neurodivergent candidates believe hiring processes are biased against those who think and work differently, while 70% of LGBTQ+ employees report feeling lonely, marginalized, or excluded in the workplace.”
It is critical that organizations don’t throw away all of DEI because some parts are not working or may be legally challenged. Pivot to what works for your organization and bravely defend the outcomes you expect from the work. While the legal challenges to staying committed may seem high in the short term, in the long term, discrimination lawsuits far outweigh those risks. Without DEI as a proactive step to protect against discrimination lawsuits, the chances of these lawsuits are far greater.
Gen Z is Watching Your Actions
Gen Z is the most diverse generation in U.S. history. It is composed of approximately 48% non-white, 22% LGBTQ+, and 53% neurodivergent individuals. Because of this, policies targeting historically marginalized groups will significantly impact Gen Z’s career choices. Trump’s executive order limiting gender recognition to “male” and “female” could hinder workplace gender inclusivity, especially considering nearly 7% of Gen Z identify as nonbinary.
Morgan reinforces, “With new policies likely to deepen societal divides, corporate values will carry even more weight for younger Americans. With 56% of Gen Z unwilling to accept a job without diverse leadership, companies that maintain strong DEI commitments—regardless of political shifts—will have a clear advantage in attracting and retaining top Gen Z talent.”
Trump’s tariffs on imports, including goods from Canada, Mexico and China, are expected to increase the price of everyday essentials. This inflation will hit Gen Z hard, as many are already struggling with paying off student loans (in 2024, U.S. Gen Z averaged about $22,950 in student loan debt) and earning entry-level wages (52% of young Americans say they don’t make enough money to live the life they want).
In the workplace, higher living costs may push Gen Z employees to demand higher salaries or turn to side hustles to make ends meet. New research shows that with the average salary for Americans of $67,000, 42% of Gen Z need more than $100,000 to live comfortably now. All this can lead to higher turnover rates if employers don’t adjust wages to match the rising cost of living.
Work and Life Needs Have Always Mattered
Trump’s new executive order requiring all federal employees to return to the office five days a week reinforces the RTO trend. This move impacts around 3 million government workers and could push private companies to follow suit with stricter RTO policies. According to an EduBirdie study, Gen Z values flexible hours and remote work even more than career progression. This could lead many to leave large corporations in favor of smaller, more flexible companies. For those working remotely from other cities, the shift may leave them no choice but to quit, further intensifying competition in an already crowded job market.
Polarization Hurts Everyone
Workplaces are becoming political battlegrounds, and Gen Z is feeling it. With 46% of Gen Z actively engaged in activism or openly sharing their political views, workplace conversations can get tricky. Trump’s policies, which ignite strong opinions, further complicate collaboration between employees with opposing perspectives. Employers might need to put in extra effort to mediate conflicts like this to prevent strained relationships and heightened tension in teams.
In my interview with David Robbins, Gen Z behavioral expert and media analyst at EduBirdie, they said, “Gen Z is vocal—if they have an opinion, they share it, whether in the office or on TikTok. They’ve already reshaped workplace culture, prioritizing flexibility, authenticity and value alignment. Now, they expect employers to provide environments where they feel heard.”
Organizations must thoughtfully navigate these strong headwinds to DEI. It is clear Gen Z is unwavering on inclusion and expects respectful discourse and psychological safety. Clear policies on communication and leadership that models inclusivity—not suppression—will be key to preventing workplace divisions from escalating.
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