Communicating Your 2025 DEI Strategy with Clarity and Purpose (Leading Through Change)
Written by Heather Dart Heefner
In my work with C-suite leaders across industries, I'm seeing firsthand how the new DEI Executive Order is creating a critical communication challenge: how to clearly articulate their organization's path forward while maintaining trust and engagement across their workforce. Whether your organization is adjusting its DEI approach or reaffirming existing commitments, your communication strategy will significantly impact how your decisions are received and understood throughout your organization.
The Executive Order's directive regarding "workforce balancing" has created varying responses across industries. In working with dozens of organizations, I'm seeing a clear split: some are maintaining or strengthening their DEI initiatives, while others, particularly those with government contracts, are significantly modifying or eliminating their DEI programs. One thing has become crystal clear - regardless of your organization's direction, the key to maintaining trust and organizational stability lies in how you communicate your position.
Through my work with leaders navigating this challenge, I've identified four fundamental leadership communication principles that make the difference between success and struggle:
1. Absolute Clarity - Your message must leave no room for ambiguity about your organization's position and the reasoning behind it. I've seen too many leaders try to soften their message, only to create more confusion and anxiety.
2. Authentic Transparency - Share the factors that influenced your decision, including business imperatives, organizational values, and legal considerations. People need to hear the "why" of your decision to understand. One CEO I work with found that explicitly sharing their decision-making framework actually increased team trust, even among those who disagreed with the decision.
3. Empathetic Understanding - Recognize that this topic deeply affects people's sense of belonging and security in the workplace. Your communication needs to acknowledge these feelings while still moving forward with clarity. I've seen leaders succeed by directly acknowledging the emotional impact of these changes while maintaining their focus on the path forward.
4. Strategic Timing - Plan your communication cascade thoughtfully, ensuring key stakeholders receive information through appropriate channels and in the right sequence. This will eliminate much of the confusion we are seeing in some organizations with this rapid change.
If you are modifying your DEI approach:
Acknowledge the change directly and explain the specific factors driving the decision
Clearly outline what is changing and what remains the same
Address anticipated concerns proactively
Specify how these changes align with your organization's broader mission and values
Detail any new or modified processes that will ensure fair and merit-based practices
If you need to make this hard decision, communicating clearly is the kindest path. Although many people in your company will not like this decision and may feel anxious and angry, your clear communication will maintain a level of trust with you as a leader. I've seen this play out repeatedly - while people may disagree with the decision, they often respect leaders who communicate with transparency and empathy.
If you are maintaining your current DEI strategy:
Reaffirm your organization's commitment and the business case supporting this decision
Address how your approach aligns with both regulatory requirements and organizational values
Provide clear guidance to managers about how to discuss this position with their teams
Share specific examples of how your DEI initiatives drive business success
If you are able to continue your DEI commitment, the teams need to hear this to alleviate the confusion that is happening at many companies.
For both situations, your communication strategy should include:
Initial announcement from the CEO/leadership team
Detailed briefings for senior leaders and managers
Clear talking points for all levels of management
Regular updates on implementation and progress
Multiple channels for employee questions and feedback
Ongoing measurement of message effectiveness and understanding
One organization I work with found particular success by creating a detailed communication cascade plan that ensured every level of leadership was prepared to have meaningful conversations with their teams. They provided managers with comprehensive FAQ documents and held practice sessions for difficult conversations. This level of preparation helped maintain stability during a significant policy shift.
In times of change and uncertainty, leadership communication becomes a critical tool for maintaining organizational stability and trust. Your ability to communicate with clarity, empathy, and purpose will significantly influence how your workforce processes and adapts to your organization's position. While people may not agree with every decision, they will respect leadership that communicates with transparency and authenticity.
This article was edited by the AI platform Alex, hosted by Admired Leadership.