The Death of DEI

Death of DEI

What it means for Fair Chance Employment

A few years ago, Diversity, Equity, and Inclusion (DEI) was heralded as the solution to workplace inequities. It promised a future where marginalized voices, justice-impacted individuals, and underrepresented communities could find fair footing in a corporate world long shaped by systemic bias. Yet today, DEI stands on shaky ground, branded as divisive, politicized, and expendable.

What happened?

This story isn’t about corporate budget cuts or shifting political winds. It’s a tale of unrealized promises, poor communication, and the weaponization of what was meant to be a unifying concept. And as DEI crumbles, justice-impacted individuals—including people who’ve served their time and are striving for a second chance—are poised to bear the brunt of the fallout.

This is more than a philosophical debate for organizations like The Last Mile (TLM), which champions Fair Chance Employment and trains incarcerated individuals invaluable skills for their lives after prison. DEI has become a central hub in the effort to dismantle our country’s cycles of incarceration.

The Rise and Fall of DEI

DEI’s rise was meteoric. After George Floyd’s murder in 2020, corporate America declared its commitment to social justice dramatically. Companies pledged millions, hired Chief Diversity Officers, and created initiatives to address workplace inequities. By 2021, DEI had become a corporate mantra.

DEI’s rise was meteoric. After George Floyd’s murder in 2020, corporate America declared its commitment to social justice dramatically. Companies pledged millions, hired Chief Diversity Officers, and created initiatives to address workplace inequities. By 2021, DEI had become a corporate mantra.

But in many ways, the seeds of DEI’s downfall were sown during its ascent.

DEI became shorthand for something very complex,” explains Aisha Leach, Chief People Officer at The Last Mile. “It was treated as a quick fix—a way to signal values without grappling with the deep, systemic changes that true equity requires.”

Mandatory diversity trainings were rolled out, often leaving employees feeling confused or alienated rather than inspired. Buzzwords like “equity” were tossed around without being clearly defined, making them easy targets for critics. The result was that DEI became vulnerable to political attacks and public skepticism.

Mentions of “DEI” or “diversity, equity, and inclusion” in quarterly earning calls

Quarterly: Q1 2020 to Q4 2024 through November 18, 2024

DEI Graph

Compiled using data from 9000 public company earnings calls. Source is Axios.

By 2024, our culture was evolving and the backlash against DEI was in full swing. Thousands of major organizations began pulling back on their DEI efforts. Walmart, the nation’s largest private employer, announced a rollback of its DEI programs, phasing out supplier diversity efforts and even pulling back from its Center for Racial Equity. SHRM, the leading HR organization, dropped “equity” from its framework, opting for the less controversial “Inclusion and Diversity.”

Equity has become a bad word,” says Aisha. “And without equity, DEI is little more than window dressing. The focus is no longer about changing systems; but looking like you care.

Corporate leaders also began questioning DEI’s effectiveness. Data showed that tangible outcomes—such as diverse representation in leadership—remained elusive despite billions in investment. For many, including the marginalized communities the movement was designed to help, it seemed like DEI failed to deliver on its promises.

Why DEI Matters for Fair Chance Employment

For justice-impacted individuals, the stakes are particularly high. Fair Chance Employment—including hiring people with criminal records—has always been an uphill battle. Biases against those with justice involvement are deeply ingrained, and many companies still outright exclude candidates with convictions.

DEI, for all its apparent flaws and shortcomings, provided a framework for challenging those biases.

Fair Chance Employment doesn’t happen in isolation,” says Aisha. “It requires training, cultural shifts, and policies that ensure justice-impacted individuals feel safe and valued. These efforts live under the DEI umbrella.

Take Jacob Robinson, a TLM graduate who went from incarceration to a software apprenticeship at Asana. “Before joining The Last Mile, I didn’t even know what coding was,” he says. “Now, I’m working in tech and building a future I never thought possible.”

Robinson’s journey was partially made possible by DEI initiatives, which companies like Asana benefit from by giving second chances to justice-impacted people. However, such successes depend on organizational cultures that are willing to pursue inclusion. Without DEI, many of the talented Alumni of TLM classrooms will not have an opportunity to show their true potential. 

Graduating Class
The 2024 Graduating class from the TLM Coding Classroom at San Quentin.

The Backlash: What’s Really Driving It?

DEI’s decline isn’t just about economics or performance metrics. It’s also about power, culture, and the narratives we tell about fairness and opportunity.

Critics have seized on DEI as a symbol of “wokeness,” accusing it of creating divisions and prioritizing identity over merit. Under pressure from shareholders or political groups, some corporate leaders see dismantling DEI as a way to appease a powerful minority.

As Aisha points out, there’s a deeper issue at play. “The anti-DEI campaign is a well funded endeavor to disavow the reality of systemic and institutionalized racism.  Denying the reality of racism and exclusion in this country ensures those in power stay in power without having to acknowledge or be held accountable for the harm they cause.” 

The political weaponization of DEI has only amplified these challenges. Conservative activists have targeted companies with boycotts and lawsuits, arguing that DEI programs are discriminatory against demographics like white men.

The result? A chilling effect on organizations that might otherwise be willing to embrace inclusive practices like Fair Chance Employment. 

The Ripple Effects of DEI’s Demise

What happens when DEI disappears? For justice-impacted individuals, the consequences are stark.

Without DEI, fewer companies will invest in the training and cultural shifts necessary for Fair Chance Employment. This could lead to fewer job opportunities for people reentering society, exacerbating cycles of poverty and recidivism.

Employment is one of the most effective tools for reducing recidivism. Studies show that individuals who secure stable jobs after release are 20% less likely to re-offend within the first year.

As Jessie Rose, a TLM graduate and fellow at the LA Rams, puts it: “Being given a chance has transformed my life. It’s about showing that people like me have so much more to offer than our pasts”.

The benefits of Fair Chance Employment extend far beyond individuals. Communities are strengthened when justice-impacted individuals can support their families and contribute to local economies. Employers also benefit from gaining access to a loyal and driven talent pool.

Moving Forward: Beyond DEI

The decline of DEI doesn’t have to spell the end for Fair Chance Employment. But it does mean we need new strategies.

  • First, advocates must reframe the conversation. Instead of focusing on DEI as a standalone initiative, we need to emphasize practical outcomes, such as improved retention, increased innovation and expanded talent pipelines.
  • Second, partnerships between nonprofits and corporations can play a critical role. Programs like TLM’s classroom programming and reentry initiatives provide justice-impacted individuals with the skills and networks they need to succeed.
  • Finally, we must challenge the narratives driving the backlash by educating the companies that could become Fair Chance Employers. As Aisha notes, “As long as people continue this campaign of disregarding the truth of racism and exclusion then we will never be able to move forward.” 

2025 marks a critical juncture for justice-impacted individuals and the broader fight for workplace equity. While its decline reflects failures in communication and execution, it also underscores the need for bold, innovative solutions.

It’s time to move beyond the buzzwords and get to the heart of the matter: creating workplaces where everyone—regardless of their past—has the opportunity to thrive. Because when we invest in inclusion, we’re not just transforming lives or improving how organizations function. We’re building a fairer, stronger, and more resilient future for all.


By Robert Roche, Content Marketing Director with The Last Mile, in collaboration with Aisha Leach, Chief People Officer with The Last Mile.