The State of DEI

Report

The State of DEI 2025

Pulsely and DEI Hub have partnered to uncover the current state of DEI. Nearly 170 DEI professionals worldwide have responded to the survey, 'The State of DEI 2025,' sharing their knowledge and insights. The results showed 7 main predictions that will reshape DEI in the workplace and redefine the role of DEI leaders.

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The Great DEI Shake-Up: Navigating Progress, Pushback, and Perseverance in 2025

In 2025, the global state of DEI is marked by complexity and contrast, where many global practitioners anticipate progress while their North American counterparts face growing polarization and resistance. The language of DEI is evolving, with “inclusion” taking center stage and traditional terms falling out of favor. Globally, budgets hold steady, leadership support remains, and practitioners continue to lead with resilience and long-term vision.

Prediction #1 - Progress

Outside of North America, half of practitioners expect to see progress. In North America, change is afoot: two in five expect DEI regression while one-third still expect progress.

Prediction #2 - Terminology

Inclusion is even more likely to dominate the conversation while traditional “DEI” terminology loses favor in North America.

Prediction #3 - Concerns

The narrative about DEI will shift in order to reduce polarization, resistance, and legal risk. Globally, practitioners’ greatest concern is misinformation/misinterpretation of the purpose of DEI. Experienced practitioners express even more heightened concerns.

Prediction #4 - Budgets

Globally, most DEI budgets will remain the same. Only one in five expect budget cuts, but those are expected to hit hardest in Europe, small organizations, and the Consulting/Professional Services/HR sector.

Prediction #5 - Impact

Similar to last year, practitioners will emphasize the positive benefits of inclusion on talent management (belonging, engagement, retention) as the primary impact on organizations.

Prediction #6 - Buy-in

Despite external pressures, Senior Leaders continue to support DEI internally. Employee buy-in remains high in most organizations regardless of senior level buy-in.

Prediction #7 - Advice

Practitioners continue to be strong in the face of adversity and emphasize perseverance and a longer term view, believing in the cyclical nature of social progress. They offer encouragement to those beginning their DEI journey by emphasizing stakeholder buy-in, data collection, and a focus on business impact.