As political and social dynamics continue to shift, companies are balancing sustained commitments to inclusion with a growing emphasis on integrating DEI into core business and talent strategies.
Gravity Research’s latest report further explores how DEI leaders are redefining their roles within leading firms. Drawn from Gravity Insiders–a panel including communications leaders across the Fortune 500—the DEI practitioners cohort provides perspective on evolving policy priorities, budget shifts, and organizational design.
Key Findings
ERG support, training, and inclusion lead policy priorities. All executives surveyed identified employee resource group (ERG) support as their top DEI priority, followed closely by training and education initiatives. Accessibility, pay equity, and recruitment diversity continue to stay top-of-mind for executives, while supplier diversity programs have seen reduced emphasis amid changing regulatory and reputational considerations.
DEI is increasingly embedded within HR and talent operations. Nearly all respondents report that DEI efforts now sit within their firms’ HR or talent divisions, reflecting a broader shift toward integrating inclusion into core people functions rather than maintaining it as a standalone initiative. This approach may offer a more sustainable avenue for DEI to be considered within everyday workforce management and leadership practices.
Budgets and teams are more likely to shrink than expand. While most respondents report stable budget levels, those citing budget reductions outnumber reported increases. These adjustments point to a period of consolidation as companies align DEI investments with broader business and operational priorities.
Download the full report to explore how senior DEI leaders are recalibrating priorities, resources, and influence amid shifting expectations and regulatory scrutiny.
Methodology
Gravity Insider DEI Practitioners surveys our panel of senior-most DEI, I&B, or similar function leaders at Fortune 500 or equivalent companies on headlining issues and emerging trends impacting reputational risk. Our latest report surveyed 9 executives between October 2 and 22, 2025.
