Parallax is the idea that when something is viewed from multiple angles it appears differently to each observer and creates a range of perspectives. Our company, thinkPARALLAX, was founded on this idea (it’s literally in our name!), and we are committed to looking at challenges from multiple angles, as we believe that different perspectives make us stronger and lead to better outcomes. 

Recently, as I’ve been scrolling through my LinkedIn feed, reading the latest news, or chatting with our team here at tPX, I’ve been thinking a lot about “parallax.”  Specifically, the current parallax of Diversity, Equity, and Inclusion (DEI). 

Throughout the past year, we’ve watched a wave of anti-DEI activity, including conservative activists, proposed legislation, and day one executive orders from the new administration would mean for DEI as we know it. We have also seen a number of companies rolling back their DEI commitments and programs, including Walmart and Meta. At the same time, many organizations are staying committed or even doubling down on DEI, with some publicly pushing back on the anti-DEI movement, like Apple and Costco. This stark contrast in approaches highlights what I call “the DEI Parallax” — a dynamic where perspectives on the state of DEI vary dramatically depending on one's vantage point, creating a complex and polarized landscape of progress and pushback.

That said, when you take a closer look at corporate DEI, you will find that it is not actually going away, but it is most certainly evolving. The business case for DEI is clear, and many of our clients have seen such positive, tangible results for their company that to remove these policies or programs wouldn't make any sense. Organizations that embrace DEI continue to drive innovation, improve performance, and create stronger, more inclusive cultures. As this evolution unfolds, here are a few trends we expect to see in 2025.

1. Changing terminology

The language around DEI is going through a transition. While shifts are happening to avoid scrutiny, the evolution also reflects more nuanced approaches to diversity, equity, and inclusion, recognizing the complexities of these concepts and the growing understanding of the challenges people face. Whether it’s a move to emphasize “inclusion” or “belonging,” or a shift to a more neutral term like “people and culture,” we will continue to see changes to the terminology used for DEI programs, departments, and initiatives throughout 2025.

2. Expanded areas of focus‍

In DEI initiatives, the main focus areas typically revolve around various identities that can impact people’s experiences within the workplace and society. Often, the first dimensions of identity addressed through DEI are race and ethnicity, gender and gender identity, and sexual orientation. However, as you’ll see in an example of an identity wheel above, we all have many dimensions of identity as individuals in the workplace. And, in 2025, we will likely see more focus on areas like disability inclusion, socioeconomic status, work location (with return to office mandates), and employee resource group (ERG) membership.

3. Greater influence from younger generations‍

In 2025, over 54% of the U.S. workforce will be Millennials or Gen Z , with many shifting into management roles. We know that DEI is a priority for Gen Z, and their growing presence in leadership roles could spark a significant shift in the workplace, driving DEI efforts forward. These generations are also driving broader societal and economic impacts, as we shared in our recent white paper about how younger generations are reshaping the economy. When asked about their purchasing decisions, 84% of Gen Z and 83% of Millennials said “social responsibility,” including DEI, is one of their top three reasons for choosing a brand.

4. Balancing legal and reporting considerations

Legal considerations have always played a crucial role in shaping corporate DEI efforts, and they’ll be a top priority in 2025 as companies ensure they are avoiding any legal risks. At the same time, stakeholders, including employees, investors, suppliers, customers, and sustainability rating agencies, will be interested in understanding any changes to DEI programs, so it’s more important than ever for companies to ensure they’re honestly communicating about their DEI efforts, both internally and externally. While this may seem like a turbulent time for DEI, this may actually be a catalyst for true progress. While 2020 is viewed as the year that changed DEI, I believe that 2025 will be the year that evolves DEI into a new phase. The challenges and setbacks faced in recent years have forced organizations to reassess their strategies, making room for more thoughtful, sustainable change. With a growing focus on legal compliance, transparent reporting, and intentionality, 2025 is set to be a pivotal year as DEI efforts evolve beyond surface-level initiatives into a more integrated, systemic approach. As we’ve seen from the examples above, this calls for companies to pause and consider the question, “What does DEI mean to our organization and our stakeholders?,” which Alyscia Raines reinforced in a recent Inspiring Perspectives episode. With these questions, the corresponding evolution may externally look like there’s a shift in DEI focus, but internally it will likely reflect a deeper commitment to diversity, equity, and inclusion, ensuring that DEI is not just a priority but an embedded aspect of organizational culture that drives long-term, meaningful transformation.
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