Corporate executives are slashing diversity, equity, and inclusion programs left and right as companies follow the federal government’s lead in scaling back oversight. Maybe you’ve already sat through an all-hands meeting or town hall announcing program phase-outs. Many mid-level managers feel caught in the middle— pushing back too hard on leadership risks your job and credibility, but you’ve seen firsthand how DEI strengthens team culture and workplace dynamics. You’re not alone: over 75% of employees say DEI programs influence where they want to work. The cuts to DEI are coming from the top, but most people still value inclusion. So how should leaders carry out these executive ordered policy shifts without losing their team’s trust? Here’s how to walk the corporate line while still fostering a workplace where everyone feels like they belong.
Get clear on your messaging.
Corporate might be phasing out DEI, but that doesn’t mean you have to stick to their script. You know your team, their concerns, and how to communicate in a way that actually resonates. Your leadership still matters to them. If DEI-related language is now off-limits at work, find ways to reinforce the same values without using corporate jargon. Ditch the buzzwords for real, meaningful messaging that reassures your team they belong. When employees feel like they belong, 91% report being engaged at work. More engagement fuels productivity, and that’s a win for employees at all levels of your company. Actions speak louder than corporate memos, so make sure your team knows you’re still in their corner during these periods of cuts.
Keep expanding your talent pipeline.
DEI programs may be disappearing at the executive level, but that doesn’t mean your hiring and networking efforts should shrink. Keep looking beyond the usual circles— whether it’s recruiting, mentoring, or simply building relationships. Set an example and encourage your team to do the same. Diverse teams don’t just look good on paper— they perform better financially. Companies with highly diverse teams see 2.5 times higher cash flow per employee. If leadership needs convincing, let the numbers speak for themselves. Great talent is everywhere— stay open, stay intentional, and keep the door wide open for diverse voices.
Stay flexible as your team adjusts.
The rollback of DEI isn’t happening in a vacuum— it’s hitting alongside Corporate America’s renewed push for in-person work. But while top executives enforce strict return-to-office mandates, you know your team best. Some employees may feel uneasy about returning to the office just as DEI initiatives disappear. If you have any control over workplace flexibility, use it. You might even uncover a bigger truth— nearly half of employees say flexible work is a top tool for fostering inclusion within teams. Change is coming quickly in 2025, but a little grace goes a long way. As a leader, you can make the transition to RTO smoother for those on your team who need it most.
Protect psychological safety.
With DEI programs disappearing, employees may start feeling like they have to censor themselves— worried that fewer protections mean fewer chances to be heard. As a leader, it’s your job to make sure they feel safe speaking up at work. If someone on your team is feeling silenced or uneasy, step in. 92% of employees say it’s important to work for a company that values emotional and psychological well-being. You’d expect the same from a good leader— so be that person for your team. Get ahead of corporate memos. Check in with your team individually and as a group. Build a culture where they feel secure speaking up at work, even when leadership won’t.
Find allies and build support.
Chances are, you’re not the only mid-level manager caught off guard by corporate’s DEI rollback. If speaking up to the higher-ups feels risky, find your people. Keep conversations subtle if you’re concerned— bring it up over a private lunch, in a quiet one-on-one, or with colleagues you trust. Your instinct to protect yourself and your team isn’t wrong— nearly half of U.S. employees have faced some form of prejudice or discrimination when trying to enter the workforce. Advocate for your current and future team members by swapping strategies with other managers. The more leaders quietly reinforce inclusion within their teams, the harder it is for corporate to erase it completely. Even in times of drastic change, there’s power in numbers.
DEI may be getting cut at the top, but how you lead still matters. Your team is watching and waiting for guidance, so set the tone. Stay flexible, expand your network to include diverse voices, and reinforce inclusion in ways that go beyond corporate buzzwords. Real leaders don’t just follow the pack— they make the workplace better for their teams, no matter the policy changes.