Is DEI Really Dead? How HR Should Craft its Policies

WEBINAR

Is DEI Really Dead?

How HR Should Craft its Policies

Wednesday, January 7 @ 1:00 p.m. (Eastern)

2025 was the year employers began to doubt their approach to creating a diverse, equitable and inclusive workplace. We’ll tell you how to cultivate inclusiveness without inviting legal risk in 2026.

Yes, studies show that once companies initiate efforts at inclusiveness, profits go up, turnover goes down and workers say they’re happier overall. But with the change in administration, it quickly became clear that DEI programs that approached diversity by excluding some in favor of others would not fly legally. Then a flood of reverse-discrimination lawsuits hit. Now employers are looking for other ways to capitalize on the benefits of inclusiveness without triggering administration scrutiny and employee lawsuits.

The good news is that it is possible. In this webinar, you will learn exactly what it takes to create a bullet-proof program in 2026.The key is opening up opportunities for all qualified applicants and employees. It’s a matter of identifying who those individuals are and how employers set qualifications, experience and attributes required for success.

In case you’re wondering where your previous DEI efforts fell short, we will walk you through the problems the White House, the EEOC, the Department of Justice and other critics saw in the way employers tried to diversify their workforce. This will ensure you won’t repeat those mistakes. Then we will show you exactly what you can do. The key is identifying what you can legally provide for some protected classes without infringing on the rights of everyone else.

Register for this webinar to learn how to build an inclusive workplace the right way—and protect your organization every step of the way.

Webinar Agenda

What went wrong with DEI 1.0. Exclusionary policies and preferences just won’t work—and have never been legal.

Embrace inclusiveness. This is what the law requires and what your DEI program must focus on.

Focus on pay equity. Audit your pay system to assure everyone is paid equally regardless of sex, age, disability, etc.

Recruit broadly. Don’t recruit by quota; instead, recruit for a diverse pool from whom you choose the most qualified.

Rework your DEI training. Under no circumstances can you play the blame game.

Aim for organic diversity. Do not use quotas, goals or pay incentives.

Provide a leg up to disabled workers—legally. You can integrate self-identified disabled workers into your workforce simply by following the law of reasonable accommodations.

Training, mentorships and affinity groups. Yes, these are fine if open to all.

Leave no one behind. Don’t forget pregnant and religious workers receiving accommodations when training, mentoring and celebrating.

Create a legally sound DEI program that expands opportunity to all, including historically marginalized classes.

Structure recruiting, hiring and training programs to identify talent regardless of age, sex, race, religion, national origin, disability or other protected characteristics.

Promote employees based on their unique talents and abilities by broadening qualifications.

Meet Anniken

Anniken Davenport is a noted employment law attorney and the legal analyst and senior editor of HR Employment Law Advisor. She has authored several books, including the Employer’s Practical Legal Guide and the FMLA Compliance Guide. Anniken has served as a professor at Penn State University, where she taught business law and HR management, and she directed the Legal Studies Program at Wilson College.

Registration Bonuses

Creating an Equitable Workplace

Everyone who signs up will receive a copy of Creating an Equitable Workplace. This white paper explores how companies are adapting DEI initiatives to today’s workplace realities—balancing inclusion goals with compliance requirements and business outcomes. It highlights emerging trends, best practices and the future of DEI strategy in a rapidly changing environment.

30-Day Free Trial to The HR Weekly

You’ll also receive one month of exclusive access to The HR Weekly, our comprehensive service with all the HR advice and compliance tools to simplify your job … and to keep your organization out of court. So that you continue to benefit from The HR Weekly, we will continue your subscription after that for the then current rate, unless you tell us “no, thanks”—your choice.

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Recertification Credits

Business Management Daily is recognized by SHRM to offer Professional Development Credits (PDC) for SHRM-CP® or SHRM-SCP® recertification activities.

This Program has been pre-approved for 1.25 HR (General) credit hours toward aPHR®, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®).

We promise you'll be satisfied

If this webinar fails to meet your needs in any way, we will refund 100% of your tuition – every penny you paid – but your course materials and registration bonuses will be yours to keep. No hassles, no questions asked.

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