Response to President Trump’s Attack on DEI – Defending Diversity in Hiring: A Business Imperative and Call to Action!

By: Will Moss
CEO, HBCU CONNECT LLC, Hampton University Graduate

Recent federal policies, including the dismantling of diversity, equity, and inclusion (DEI) initiatives within federal agencies, have brought renewed urgency to conversations about the value and necessity of diversity in hiring. While some view these measures as mere administrative changes, they threaten to undermine decades of progress in creating equitable workplaces that reflect the rich diversity of our communities. For leaders in employment and hiring, the moment demands not retreat, but re-commitment. Here’s why diversity matters—and how we can ensure its continued impact.

Why Diversity in Hiring Matters

1. A Proven Business Advantage Numerous studies demonstrate that diverse teams outperform their less diverse counterparts. Companies with inclusive hiring practices see greater innovation, improved employee satisfaction, and higher profitability. When diverse perspectives come together, they lead to better decision-making, more creative problem-solving, and products or services that resonate with broader audiences.
2. Representing the Communities You Serve Organizations operate within diverse communities, and their workforce should reflect that reality. Employees who understand and represent the lived experiences of their customer base can drive authentic connections and loyalty. For businesses, this means not only doing the right thing but also fostering stronger relationships with their stakeholders.
3. Diversity as a Talent Strategy Diversity initiatives are not about meeting quotas—they are about finding the best talent. Expanding hiring practices to include historically underrepresented groups ensures access to a broader pool of skilled, innovative, and resilient candidates.

The Historic Impact of Diversity Initiatives

Diversity hiring programs have long served as a bridge to opportunity for talented individuals who may otherwise have been overlooked due to systemic barriers. Historically Black Colleges and Universities (HBCUs), for instance, have produced countless leaders who’ve risen to the top of their industries.

One such example is John W. Thompson, a proud graduate of Florida A&M University and former chairman of Microsoft. Leaders like Thompson exemplify how diversity-focused hiring initiatives can identify and elevate exceptional talent, ultimately driving organizational and societal progress.

Steps to Protect and Advance Diversity in Hiring

The rollback of DEI initiatives is a setback, but it need not be a defeat. Here are actionable steps to ensure the values of diversity and inclusion remain integral to your organization:

1. Advocate for the Business Case Share the data and stories that underscore the tangible benefits of a diverse workforce. Highlight how diversity has driven innovation and profitability within your own organization or industry.
2. Invest in HBCUs and Minority Talent Pipelines Strengthen partnerships with HBCUs, minority-serving institutions, and professional organizations that support underrepresented groups. Programs like internships, scholarships, fellowships and mentorship opportunities are invaluable.
3. Audit and Adapt Your Hiring Practices Review your recruitment strategies to ensure they are inclusive. Use tools and methods that reduce unconscious bias, and evaluate the diversity of your candidate pool at every stage of the hiring process.
4. Engage in Community Outreach Build meaningful relationships with the communities you serve. Participate in local events, support educational programs, and align your brand with initiatives that promote equity and inclusion.
5. Create and Support Advocacy Networks Encourage the formation of employee resource groups (ERGs) and other forums that amplify the voices of underrepresented groups within your organization.
6. Speak Up Against Discrimination Silence can be interpreted as compliance. Make it clear—internally and externally—that your organization values diversity and will continue to prioritize it regardless of political or societal headwinds.

In a Nutshell

Diversity in hiring is not just a moral imperative—it’s a cornerstone of business success. While current policies may challenge our progress, they cannot erase the undeniable value of inclusion or the successes it has brought. Leaders must remain steadfast, leveraging diversity as a tool for innovation, representation, and growth. By celebrating our differences and supporting initiatives that promote equity, we can ensure that the push for diversity continues to shape a better, more inclusive future for everyone.

Will Moss, CEO, HBCU CONNECT

https://hbcuconnect.com | 614.864.4446 (office)