DEI Rollbacks and Retaliation: What Employees Should Know About Speaking Up in 2025

In the aftermath of the 2020 racial justice movement, diversity, equity, and inclusion (DEI) took center stage in corporate America. Many companies made public commitments, hired DEI officers, and allocated resources toward building more equitable workplaces. For a time, DEI was not only supported—it was celebrated.

But in 2025, the landscape looks very different.

Quietly, and sometimes not so quietly, organizations are scaling back. DEI roles are being eliminated under the guise of “restructuring.” Budgets are shrinking. Initiatives are being sidelined. And the people who once pushed for change—many of whom are employees of color, LGBTQ+ workers, women, or individuals with disabilities—are now finding themselves punished for doing the very work their employers once encouraged.

At Walton + Brown LLP, we’re seeing this pattern unfold in real time. Employees who have raised concerns about equity, bias, or inclusion are now facing negative performance reviews, demotions, and terminations. In many cases, this is not just disappointing—it’s illegal.

Even as employers pivot away from DEI, federal and state law continues to protect employees who speak out against discrimination. Title VII of the Civil Rights Act, the Americans with Disabilities Act (ADA), the Ohio Civil Rights Act, and Section 1981 of the Civil Rights Act all prohibit retaliation for engaging in protected activity. That includes advocating for fair treatment, opposing discriminatory practices, or participating in internal investigations related to harassment or bias.

Retaliation can take many forms, and it’s not always obvious at first glance. Some of the most common examples we’ve seen include:

- A DEI professional is laid off while similarly situated colleagues in other departments remain employed.

- An employee is removed from key assignments after raising concerns about racial disparities in promotion decisions.

- A manager receives a negative performance review shortly after advocating for accommodations for a disabled team member.

- An internal complaint about a hostile work environment is met with increased scrutiny, exclusion, or informal discipline.

Each of these scenarios may point to unlawful retaliation. And while employers may frame their actions as “business decisions,” the timing and context often reveal a different story.

If you find yourself in this position, it’s important to act quickly and strategically. Begin documenting what you’re experiencing, including emails, meeting notes, and timelines. Keep a record of any complaints you’ve made, as well as how your employer has responded. These details can be crucial in establishing a retaliation claim.

We also encourage you to seek legal guidance as soon as possible. In many cases, you have a limited window to file a charge with the Equal Employment Opportunity Commission (EEOC) or the Ohio Civil Rights Commission (OCRC). Delaying could limit your options for recourse.

At Walton + Brown LLP, we understand that DEI work is not just a job—it’s a commitment to building a better workplace for everyone. When that work is met with retaliation, it sends a chilling message not only to the individual but to the entire workforce. We believe that advocating for equity should never come at the expense of your career, and we are committed to protecting the rights of those who take a stand. If you’ve experienced retaliation for DEI advocacy or for opposing discrimination in your workplace, contact us to schedule a confidential consultation. Our attorneys are here to help you navigate your options and fight for justice.