Navigating the Crossroads
DEI Job Cuts and the Future of Work for Black Professionals
Black professionals make significant contributions across various industries, including healthcare, law, technology, tourism, media, finance, and more. They hold positions ranging from entry-level to executive leadership, embodying excellence in their fields. Despite these contributions, Black professionals continue to be underrepresented in specific sectors, particularly in key leadership roles.
In recent years, Black professionals specializing in Diversity, Equity, and Inclusion (DEI) roles have faced considerable employment challenges due to widespread reductions in DEI initiatives across industries. A report from career site Zippia indicates that, of these positions, only 4% were occupied by Black people in 2023. Yet since early 2023, more than 2,600 DEI-related positions have been eliminated in the U.S., representing a 13% reduction from their peak, according to National Public Radio.
This decline shows no signs of reversing, with a recent analysis by Revelio Labs revealing that an additional 270 DEI jobs have been cut since January 2025. This trend is more than a statistical anomaly; it reflects a more profound reassessment, or even rollback, of corporate commitments to equity and inclusion.
As a result, many Black DEI professionals have had to adapt and reinvent their career paths in response to this evolving landscape. According to the Guardian, here are a few strategies they have pursued:
- Transitioning to Related Fields: Some have moved into roles within human resources, organizational development, or corporate social responsibility, leveraging their expertise in fostering inclusive leadership.
- Entrepreneurship and Consulting: Others have started their consulting firms or joined existing ones, focusing on DEI strategy, leadership development, and cultural competency training.
- Rebranding DEI Efforts: To navigate political sensitivities, some companies are rebranding their DEI initiatives under new labels such as “well-being,” “culture,” or “belonging.” This shift enables professionals to continue their work, often under different titles, but with similar goals.
Meanwhile, broader economic trends continue to reveal persistent disparities for Black professionals. According to the Federal Reserve Bank of St. Louis, as of April 2025, the seasonally adjusted unemployment rate for Black or African American individuals stood at 6.3%, a slight increase from 6.2% in March and 6.0% in February, as reported by the U.S. Bureau of Labor Statistics. A closer look at the data reveals the following:
- Black Men: 6.4% (down slightly from 6.5%)
- Black Women: 6.2% (up from 6.1%)
- Young Black Workers (ages 16–24): 12.7% (up from 12.3%)
These figures stand in stark contrast to the national unemployment rate of 4.2% and even more so when compared to other groups:
- White Americans: 3.8%
- Hispanic or Latino Americans: 5.2%
- Asian Americans: 3.0%
This data underscores the ongoing inequities in access to stable employment and career advancement opportunities. It highlights the critical need for intentional strategies that support Black professionals as they navigate an increasingly complex and challenging job market.
On June 10, 2025, Swahili Village hosted a powerful event organized by the NAAAHR New Jersey Chapter, featuring Dr. Cliff Freeman, Zoe (Adefunke) Bogan, and myself. We came together to discuss the implications of rollbacks in DEI programs and their impact on Black professionals. The program, titled “Navigating the Crossroads: DEI Job Cuts and the Future of Work for Black Professionals,” emphasized the urgent need for strategic adaptation in light of evolving workplace dynamics.
Our discussion focused on the challenges arising from recent policy changes, particularly the rollback of DEI initiatives and the growing presence of artificial intelligence in the workforce. The speakers stressed the importance of fostering resilience and adaptability among Black professionals to effectively navigate these shifts. We also explored strategies for career transitions and the adoption of inclusive leadership models as essential tools for empowerment in a rapidly changing employment landscape.
This program served as an essential platform for addressing the intersection of DEI policy changes and the evolving future of work. It provided valuable insights and strategies for Black professionals to thrive amidst these challenges.
Greg DeShields, CHE, CDE
About Greg DeShields
I am an experienced leader in nonprofit management and diversity advocacy, and I have several personal hobbies that showcase my creativity and enthusiasm for life. Cooking is a significant passion of mine, which I developed while studying at Johnson & Wales University. I enjoy experimenting with flavors, techniques, and ingredients, viewing cooking as a form of self-expression and a way to connect with others. In addition to cooking, I love solving puzzles and traveling, which is a particularly cherished hobby of mine. I also have a keen interest in cars, especially luxury sports models, and I currently drive my dream car, a Cadillac CT5.
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