ISSUE XXXIII March 1, 2025

🗣️Focus Article:

Trump Versus DEI Workers/Consultants/Coaches

By CB Bowman-Ottomanelli

President Donald Trump has taken significant action to cut government spending on Diversity, Equity, and Inclusion (DEI) programs across federal agencies and institutions receiving federal funding. On January 20, 2025, Trump issued an executive order titled “Ending Radical and Wasteful Government DEI Programs and Preferencing,” which mandated the termination of DEI programs, policies, and activities within the federal government.

The executive order requires federal agencies to:

1. Eliminate DEI, DEIA (Diversity, Equity, Inclusion, and Accessibility), and ‘environmental justice’ offices and roles within 60 days.

2. Terminate DEI-related action plans, equity-related grants, and contracts.

3. Remove any DEI or DEIA performance expectations.

Following this order, the U.S. Department of Education has taken several actions:

1. Removed or archived hundreds of DEI-related guidance documents, reports, and training materials from its communication channels.

2. Placed employees leading DEI initiatives on paid administrative leave.

3. Dissolved the Department’s Diversity & Inclusion Council.

4. Terminated 29 diversity, equity, and inclusion (DEI) training grants totaling $101 million.

5. Ended 89 contracts worth $881 million, including some related to DEI initiatives.

In addition, the Department of Education has warned educational institutions that they risk losing federal funding if they persist with DEI initiatives. This threat extends to K-12 schools and colleges and could affect various programs, including culturally themed campus events.

These actions represent a significant shift in federal policy regarding DEI programs and signal a substantial reduction in government spending on such initiatives.

“HOWEVER, this article is not meant to comment on this policy shift. It is about the removal of a profession from our job market. “

Many years ago, I wrote an article for a periodical owned by Dow Jones on the importance of always having a “Plan B” and even a “Plan C” when your income depends on someone else. Using the fishbone chart and the “5-why’s” discussed in my best-selling book “Courage to Leap & Lead…Redefining Failure Into Success” the answer for those who will be affected by job loss is simple: seek another opportunity in a field requiring the same skills where the need is on the increase; and hopefully not currently subject to government interference.

Let’s look at one example of transition for DEI consultants, trainers, educators, et al.

Recent studies and surveys indicate a significant increase in workplace bullying, including in remote work settings. The Workplace Bullying Institute found that this type of bullying is on the rise, with 43% of remote workers reporting being bullied. This trend has been exacerbated by the shift to remote work, with cyber-bullying* occurring five times more often in virtual meetings than by email.

• Workplace bullying has increased by 57% since 2017.
• In a recent survey, 65% of respondents reported being victims of workplace bullying.
• Cyberbullying is becoming more prevalent, with 70% of online maltreatment happening publicly in front of others.
• Remote work settings have seen an increase in toxic behavior, including abusive language and exclusion.

Workplace bullying can manifest in various forms, including:

• Verbal abuse and excessive criticism
• Threats or intimidation
• Sabotaging work
• Exclusion and social isolation

The rise in workplace bullying has significant consequences for organizations, including:

• Higher turnover rates
• Lower productivity
• Increased healthcare costs
• Higher levels of absenteeism
• Lower morale and lack of trust in management
• Higher litigation costs

DEI consultants possess several transferable skills that can be effectively applied to address corporate bullying. These include but are not limited to the following fifteen

examples:

1. Strategy Development: DEI consultants are experienced in creating comprehensive strategies, which can be adapted to develop anti-bullying initiatives and policies within organizations.

2. Training and Education: The ability to design and deliver training programs is crucial for raising awareness about workplace bullying and teaching prevention strategies.

3. Conflict Resolution: DEI professionals often have strong conflict resolution skills essential for mediating bullying situations and fostering a respectful work environment.

4. Data Analysis: The skill of gathering and analyzing data can be used to assess the prevalence and impact of bullying, making a strong business case for intervention.

5. Cultural Competence: Understanding diverse perspectives and promoting inclusive behaviors can help create a workplace culture that discourages bullying and fosters respect.

6. Assessment and Diagnosis: DEI consultants are skilled at conducting comprehensive organizational assessments, which can be applied to identify bullying patterns and root causes within a company.

7. Policy Development: Their expertise in creating and updating policies can help develop robust anti-bullying policies and procedures.

8. Stakeholder Engagement: DEI professionals excel at engaging with various stakeholders, which is crucial for building support for anti-bullying initiatives across all organizational levels.

9. Change Management: Their experience guiding organizations through cultural shifts can be invaluable when implementing anti-bullying programs.

10. Metrics and Evaluation: DEI consultants are adept at establishing metrics and evaluating progress, which can be applied to measure the effectiveness of anti-bullying efforts.

11. Intersectionality Awareness: Their understanding of how different aspects of identity intersect can help address complex bullying situations that may involve multiple forms of discrimination.

12. Bystander Intervention Training: DEI consultants can adapt their skills to teach employees how to be active bystanders who intervene when they witness bullying behavior.

13. Creating Psychological Safety: Their expertise in fostering inclusive environments can help create psychologically safe workplaces where bullying is less likely to occur.

14. Leadership Development: DEI consultants can help leaders develop the skills to model inclusive behavior and effectively address bullying.

15. Ability to facilitate deep and meaningful conversations and deep self reflection.

These transferable skills enable DEI consultants to address corporate bullying by implementing comprehensive strategies, providing effective training, resolving conflicts, quantifying the impact of bullying, and fostering an inclusive culture that mitigates bullying behaviors.

As a courageous implementation consultant and leadership expert, I want to offer hope and encouragement to DEI professionals facing uncertainty in this changing landscape.

Remember, your skills are valuable and transferable. The expertise you’ve developed in fostering inclusive environments, managing change, resolving conflicts, and driving organizational transformation is needed now more than ever. While the specific focus may shift, your core competencies remain in high demand across various sectors.

“Consider this moment not as an end but as an opportunity to pivot and grow”:

Your skills, passion, and commitment to creating positive change are needed in the world. Embrace this transition with optimism, knowing your next chapter could be your most impactful yet. The world needs your expertise – it may just be in a different form than you initially imagined.

“Smile, take a deep breath, and step forward with confidence.Your best work is still ahead of you.”

*The following examples demonstrate how cyber-bulling in remote work settings can be just as harmful as traditional workplace bullying, often occurring through digital channels like video calls, emails, and messaging apps:

1. Cutting remarks during video calls, often in front of colleagues.

2. Deliberately excluding coworkers from remote meetings or group chats.

3. Using messaging apps to gossip about colleagues during their presentations.

4. Sending harassing or intimidating messages through company messaging platforms.

5. Spreading false information or offensive memes about coworkers online.

6. Making inappropriate comments or jokes in video meetings, chats, or emails.

7. Email formal warnings or criticisms and discuss them on unexpected video calls.

8. Using digital collaboration tools to facilitate bullying, such as scheduling last-minute calls to deliver negative feedback.

9. Online stalking of coworkers.

10. Sharing offensive or sexually suggestive content within the team.

What are your thoughts about this complex subject?