If you think you’ve seen an onslaught of diversity, equity, and inclusion (DEI) news in the media lately, it’s not your imagination. President Trump was sworn into office just over three weeks ago and one of his first executive actions dealt with DEI, mostly in a dismantling fashion with ripple effects.

But even before the 2024 presidential election, major corporations like Meta, McDonalds, Wal-Mart and others made public statements that they were cutting back on existing DEI metrics, programs, and/or staff positions responsible for managing DEI initiatives. (In other news, well-known companies like Costco, Pinterest, and JP Morgan are bucking the trend by recommitting to their DEI initiatives.)

What does this mean for DEI at a macro level? For women in print and their employers? And how can companies in the printing industry continue to pursue DEI-related initiatives in order to maximize the benefits of attracting and retaining a diverse workforce?

We sat down with Adriane Harrison, VP of Human Relations consulting at PRINTING United Alliance and a Professional Advisor to Women in Print Alliance, to ask these questions and more.

Women in Print Alliance (WPA): The news media has been flooded with stories related to the Trump Administration’s executive actions on DEI. Can you help us cut through the noise and tell us what the Administration is doing?

Adriane Harrison (AH): Flooded is a great word for it. President Trump swiftly moved to end DEI initiatives in the federal government by signing an Executive Order (EO) on January 21, just one day after the inauguration. Among other things, the EO states that federal contractors are no longer mandated to have affirmative action programs. The EO also prevents the office of Federal Contract Compliance Programs from pushing contractors to balance their workforce based on race, sex, gender identity, sexual preference, or religion. Notably, disability and veteran initiatives continue to be acceptable. The EO Fact Sheet specifically calls DEI programs illegal discrimination, and is titled “President Donald J. Trump Protects Civil Rights and Merit-Based Opportunity By Ending Illegal DEI”.

WPA: If history is our guide, an EO aimed at the federal government will spill over to the private sector in some way. Do you see that happening here, and how?

AH: Yes; it’s the obvious trajectory. Because now, for private companies, DEI programs are in the crosshairs of the Equal Employment Opportunity Commission (EEOC). Acting Chairperson, Andrea Lucas, issued a statement that the Commission will be focusing on harassment of women and will be rolling back gender-identity protections. Chairperson Lucas outlined priorities and changes to the guidance that primarily relate to single-gender spaces in workplaces, such as restrooms, locker rooms, and sleeping rooms.

WPA: These seem like incredibly wide-sweeping rollbacks of employment policies that have been established by corporate culture AND by law. How are these actions legal?

AH: Well, we don’t necessarily know. While the statements and actions are bold, the illegality of DEI programs is unproven. The administration based its decision to publish the EO based on the college admissions policy ruled on by the Supreme Court of the United States (SCOTUS) in Students For Fair Admissions, Inc.  v. President and Fellows of Harvard College (2023). In that decision, SCOTUS held that the race-based admissions practices of Harvard College and the University of North Carolina violated the Equal Protection Clause of the Fourteenth Amendment to the Constitution. As a result, these programs were found to be illegal in their current form. The Court determined that some form of race-based programs may be acceptable under strict scrutiny if they are used to further compelling governmental interests and are narrowly tailored. The Court stated that race-based admissions must, among other things, never use race as a stereotype or negative.

Many differences between race-based college admissions and DEI programs distinguish these initiatives, however, and importantly, SCOTUS does not address DEI programs in the opinion. Nevertheless, the administration has extended the Court’s opinion to deem DEI programs illegal.

As a result, many large corporations have ended their DEI initiatives to avoid federal scrutiny and the threat of federal action. This is a perfect example of spill over that you asked about earlier.

Extending the SFFA v. Harvard decision to call DEI programs illegal presupposes that when race, sex, gender identity, sexual preference, and/or religion is a part of the consideration of qualifications for a position, then those characteristics are being used as a stereotype and are seen in the negative. Inversely, companies with DEI programs consider diversity in the workforce attained by recruiting and retaining many different types of people to be a positive for their businesses.

WPA: And therein lies the conflict. For printing companies that are fearful of the legal risks of continuing a formal DEI program but still want to pursue the benefits of hiring a diverse workforce, what can you tell them?

AH: Printing companies can still pursue diversity in ways that are not prohibited by the principles underlying the new administration’s criticism of DE&I programs. For instance, increasing the number of applicants from varying socioeconomic, racial, ethnic, and gender backgrounds is not illegal. Recruitment techniques like these can help boost a more diverse applicant pool, and that, in turn, may be able to boost diversity in the company’s workforce.

WPA: That’s good news. But since there’s so much confusion out there, do you have specific tactics that printing companies can feel safe pursuing in relation to hiring a diverse workforce?

AH: Absolutely. Here are a few ways printing companies can still work to to boost diversity in recruitment:

  • Post job openings in multiple places.  Of course, posting job openings on multiple digital platforms is important, but also important is posting jobs with organizations that have trusted relationships in the community. These organizations may include a community center such as the YMCA or economic development centers, or churches with outreach programs.
  • Use digital tools that reach a wide audience. Advertise the company and job openings on social media using algorithms that will reach broad demographic segments of the community.
  • Create inclusive mentoring programs. These programs will to help ensure that all employees have an opportunity to get to know their peers, the culture, and the opportunities in the company.

WPA: That’s a great list of action items – thank you! Are there tactics beyond these that are best aimed at specifically recruiting more women into the print workforce?

AH: Sure. Sponsor community activities and have women who work at the company show up at the events. For instance, sponsoring a 5K and hosting a table on race day is an opportunity to let people know about job openings at the company. Varying the types of events sponsored will help reach a broad community. For instance, if a company wants to see more women in their workforce, it can sponsor events that a lot of women attend like fundraisers, breast cancer awareness events, kids’ events (because mothers will be there), animal rescue events, and other places frequented by women.

WPA: You’ve addressed recruitment tactics, but about DEI efforts that companies use to achieve retention goals? Can and should they still pursue them? 

AH: It’s commonly accepted in the HR field that the benefits of DEI recruitment don’t manifest unless retention efforts are inclusive. On way to infuse DEI into retention initiatives is to make training available to anyone who wants to learn new skills and fine tune their skills or learn new skills. This levels the playing field for people who may have come into the company with less experience by giving them opportunities to learn and grow. Also, always take allegations of harassment, bullying, and other bad behavior seriously and provide company-wide anti-harassment training every few years. And, I mentioned above, designing inclusive mentorship programs are key.

WPA: It seems the future of DEI initiatives – at the government, judicial and corporate levels – is really up in the air. Do you share that viewpoint?

AH: I do, but with a distinction. The future of formal DEI initiatives is unclear, but the path for women and other overlooked groups of workers is not closed. The dismantling of formal diversity initiatives does not mean that attracting and retaining a variety of workers must end.

WPA: Finally, how can women in print best stay up to date on new rules and regulations related to DEI?

AH: I’m already publishing articles and speaking on webinars and podcasts about the topic – just three weeks into this new legal and regulatory world! I invite women in print to follow me on LinkedIn; I post links to articles and resources frequently. And, of course, follow the Women in Print Alliance LinkedIn page, too. I’d also suggest that any woman in print reading this article reach out to at least one other female colleague to make sure she is also subscribed to this newsletter and a member of Women in Print Alliance. Widening the community of connected and well-informed women in the industry is so important.

In this interview Adriane Harrison, VP of Human Relations Consulting, PRINTING United Alliance, addresses Diversity, Equity, & Inclusion programs. More information about labor and employment laws and regulations can be found at the Center for Human Resources Support or reach out to Adriane directly if you have additional questions specific to how these issues may affect your business at: aharrison@printing.org.