With a Wednesday deadline looming, senior leaders should have a solid bead on whether they are exposed because of their DEI programs and how they can offer compelling rationales for their initiatives.
In January, President Donald Trump signed an executive order giving federal agencies 120 days to identify up to nine organizations with “the most egregious and discriminatory DEI practitioners.” And considering the deadline is this week, companies better know where they stand on these issues, should the list be made public, said Kenji Yoshino, legal scholar and the Chief Justice Earl Warren Professor of Constitutional Law at the New York University School of Law, during a panel for Fortune’s Workplace Innovation Summit. A big part of that is understanding what makes up DEI programs to begin with, he says.
