IE&D Not to Disappear Soon, But Concerns Persist: Littler Survey
Employers are not ready to back down on IE&D commitments even when federal policies upset them.
AI has permeated the tech industry; around one-third of employers now use AI tools.
Amid the Trump administration's flurry of executive orders, U.S. employers are increasingly concerned about workplace laws, particularly regarding inclusion, equity and diversity (IE&D), says Littler, a global law firm specialising in labour and employment law.
Littler recorded insights from around 350 business leaders and legal professionals from numerous sectors. The survey results reveal that many businesses are apprehensive about how new regulations will affect their operations and legal exposure in the coming days.
Among the major worries is IE&D since Trump has mooted several initiatives to roll back DEI (Diversity, Equity, and Inclusion), which is dealing a heavy blow to both concepts, approaching the same goals differently.
84% of employers said federal changes would impact their diversity efforts, following unease about new limitations or scrutiny from federal agencies. Simultaneously, 45% of employers expressed disquiet about potential lawsuits over how they manage diversity programmes.
Despite this confusion, many companies—45% according to the survey—said they would not dampen their IE&D initiatives and see them as important for attracting talent from all walks of life.
READ MORE: Improving Diversity, Equality, and Inclusion In Your Workplace
The survey also notes that artificial intelligence (AI) is growing, especially in the tech industry. Around one-third of employers are using AI tools but have admitted there are no clear rules or guidelines in this regard.
This environment is conducive to risks, including loss of intellectual property, privacy breaches, and damage to reputation. Experts suggest AI should be brought not just under the purview of the IT department but also of legal, privacy, and HR teams.
Jeanine Conley Daves, Littler shareholder and member of the firm’s IE&D Consulting Practice, said: "With IE&D programs facing existential threats and unprecedented scrutiny from federal agencies, we’re seeing many employers wisely step back and analyze their IE&D practices with an eye toward compliance and effectiveness.
“Yet even as some organizations modify their programs in response to the administration’s priorities, it’s unlikely that IE&D will disappear any time soon. It remains an important talent recruitment and retention strategy at many organizations.”
ALSO READ: What Are The Benefits Of Gender Equality in the Workplace?
For a detailed analysis of the survey, visit Littler's official website.
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Source: Littler
