Yonshino, Glasgow and Joseph published their thoughts on the potential effects of a second Trump presidency in the Harvard Business Review, and highlighted ways forward in what they deem a “hostile” landscape.
While proponents of DEI initiatives have clearly suffered a blow the authors highlight three styles that employers can adopt to advance or preserve their DEI initiatives which include: Cooperative with the new environment but not overly so to preserve current initiatives with minimal risks, fully embrace DEI within your own organization within legal limits to create a safe haven, and finally advocating and using the organizations voice and resources to advance DEI in the cultural and political realms.
With these styles in mind I advocate researching employers to find the fit you are looking for in a workplace, and developing questions to help you clarify the employer’s stance on DEI.
In an interview one might ask:
Are there any mentorship programs for employee development? What level of engagement is there from diverse mentors?
Does your organization have DEI related goals? How are these goals tracked?
What types of employee resource groups are present at your organization?
Finding employment that you know aligns with your values and needs is a significant way to reduce stress and free up your own energy to support others.
