Nearly a year post-elections, corporate DEI efforts have shifted inward, with inclusion and belonging emerging as the dominant framework.
Our latest report offers an inside look at how DEI leaders are navigating pressures around internal goals, executive influence, and language shifts. Drawn from Gravity Insiders–a panel including communications leaders across the Fortune 500—this cohort of DEI practitioners offer insight into how firms are recalibrating their DEI strategies amid heightened federal scrutiny.
Key Findings
Both private and public DEI goals are on the decline. Of the 66% of executives who reported having internal numerical goals last year, only 22% have maintained them, and all 33% of companies who reported having public goals last year have since withdrawn them.
Chief DEI Officers are losing C-suite influence. As companies reconsider the scope of their DEI initiatives, nearly half of respondents report reduced C-suite influence, reflecting a shift in both priority and purpose. As their influence wanes, DEI executives may feel greater responsibility to demonstrate business value and integrate inclusion into core operations.
Firms are sunsetting the use of DEI language, internally and externally. Only one respondent stated that their company uses DEI terminology in public communications, and two reported internal use. Those who shifted language opted for broader themes of inclusivity, belonging, and diversity in perspectives.
Looking Ahead
In 2026, executives look to sustain employee-centered initiatives, albeit with a more holistic approach. Many executives noted that program changes are still in motion, indicating that no firm replacement for DEI has yet emerged.
Download the full report to learn more about the ways that corporations are re-strategizing DEI efforts.
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.
