Under President Trump, some companies have been rolling back diversity, equity, and inclusion (DEI) programs, as the initiatives come under increased scrutiny. However, others have doubled down on their commitment, asserting that DEI programs are necessary to address historical inequities and foster a strong company culture.
In April, Resume Builder surveyed 1,216 hiring managers about their company’s commitment to DEI. The survey found that while many hiring managers believe DEI benefits the workplace, some feel these initiatives should be reduced or eliminated entirely due to the challenges they present.
Key findings:
- 61% of companies currently have a DEI program, 21% had one but ended it, and 18% have never had one
- Of the companies that ended their DEI program, 9 in 10 did so within the past year, most citing political reasons
- Among companies with DEI programs, 6 in 10 hiring managers say the company prioritizes diversity over qualifications, and 1 in 10 say their company avoids hiring white men
- 35% of hiring managers at companies with DEI programs feel reverse discrimination occurs
- 76% of hiring managers believe their company’s DEI program exists, at least in part, for appearances
Majority of Hiring Managers at DEI-Focused Companies Say Diversity Is Prioritized Over Qualifications
Over half (58%) of hiring managers surveyed at companies that have DEI initiatives believe their company prioritizes diversity over qualifications to some extent. Additionally, nearly one-third (31%) say their company deprioritizes candidates not considered diverse, and 10% say it avoids hiring white men. When asked about reverse discrimination, 35% of hiring managers believe it definitely (10%) or somewhat (25%) occurs at their company.
“Reverse discrimination in hiring occurs when individuals from majority groups are unfairly treated based on protected characteristics like race, gender, or age,” says Resume Builder’s Chief Career Advisor Stacie Haller. “This typically arises when employment decisions favor minority candidates over equally or more qualified majority candidates, often as an unintended consequence of DEI initiatives. Under Title VII of the Civil Rights Act of 1964, all forms of workplace discrimination based on race, sex, religion, or national origin are prohibited, regardless of the individual’s group status. Employers must ensure that hiring practices are based on skills and qualifications, not on demographic factors, to maintain fairness and legal compliance.”
3 in 4 hiring managers feel their companies’ DEI initiatives are performative
While 78% of hiring managers say their company’s DEI initiatives are beneficial to workplace culture, there is some pushback. One in four hiring managers want to see the company’s DEI efforts scaled back (13%) or eliminated (9%). On the other hand, 25% want the company to expand its DEI efforts, while 53% prefer the current commitment to be maintained.
At the same time, 76% of hiring managers believe their company’s DEI programs were implemented at least in part for appearances, rather than being fully driven by authentic commitment.
1 in 5 Companies Eliminated DEI, Many for Political Reasons
Among those whose companies ended their DEI efforts, 73% say the initiatives were discontinued within the past six months, and 18% say in the past six months or one year.
The most common reason cited is that DEI was no longer seen as necessary in the current political climate (56%). Other reasons include ineffectiveness at achieving goals (36%), concerns that DEI led to discrimination against some groups (28%), and a lack of funding (15%).
“The Trump administration’s aggressive stance against DEI initiatives has transformed these programs into a contentious political issue. By threatening to withdraw federal funding from educational institutions that maintain DEI efforts, the administration has placed significant pressure on universities to reconsider their commitments.
“Many organizations have taken note and are also reevaluating their DEI practices so they aren’t a target for the administration. This politicization undermines the fundamental goal of DEI: to ensure fair and merit-based hiring practices. Organizations must navigate this complex landscape carefully, as their approach to DEI will significantly influence employee perceptions and the overall workplace culture,” says Haller.
Methodology
This survey, launched on April 14, 2025, was commissioned by ResumeBuilder.com and conducted online by the polling platform Pollfish. Overall, 1,216 U.S. full-time manager-level employees involved in hiring completed the survey.
To qualify for the survey, all participants had to be at least 25 years old, have a household income of at least $75,000, hold an associate degree or a higher level of education, have a managerial-level role or higher, and work at a company with more than 11 employees.
Respondents also had to indicate that they are aware of company hiring practices and are directly involved in hiring decisions at their company.
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