BRIDGE's Top 10 Actionable Strategies

April 1, 2025

Over the past month, each week BRIDGE has published guidance from Project FORWARD to provide critical updates to the industry on executive orders (EO) and legislative developments. Featuring legal interpretations from Stacy Hawkins, Esq., Diversity & Employment Practices Consultant and Rutgers Professor of Law, and Jessica Golden Cortes, Partner, Labor + Employment Group, Davis+Gilbert LLP, the briefings also include BRIDGE's POV as well as tangible actions to consider as we all navigate these times.

As things change day-by-day, minute-by-minute it's important to stay pragmatic and focused versus chaotic and reactionary. Here are our Project FORWARD Top 10:

1. In the same way that all business practices evolve, there should be no stigma attached to evolving DEI practices. Despite the collision with politics, the evolution of DEI practices should be subject to the same rigor as other business practices - figure out what's working and what isn't, strengthen its attachment to business impact and mitigate risk.
2. Beyond ensuring full compliance with existing laws, the most powerful way to mitigate risk is to broaden your inclusion efforts across the organization - intentionally tying them to business outcomes and marketplace impact.
3. Inclusion can be transformational in driving business growth, especially when activating historically untapped communities whose buying power continues to grow in scale and influence (estimated at $6 Trillion)
4. Consider your inclusion maturity through a growth lens of how you see, serve and show up in the marketplace
5. The Civil Rights Act, and the legal protections it affords, remains unchanged! Continue to review your DEI Practices to ensure that they are compliant with Title VII. For example: internships are open to all applicants, mentorships open to all employees, allies are invited to attend ERGs, etc.
6. An EO is a directive for how the federal government must act under the law. In and of itself, it does not have the force of law; therefore, EOs can be overturned if they violate federal or constitutional law.
7. The assertion that merit-based hiring is contrary to DEI practices is a false narrative. DEI practitioners have not advocated for hiring unqualified individuals—the role of DEI is to break the systemic structures that have historically excluded qualified talent and expand opportunities to those who have been arbitrarily denied access. Merit and DEI have never been mutually exclusive.
8. You cannot please everyone so committing to your company values versus capitulating to the politics of the moment is essential in maintaining trust in your brand. These values guide your mission, goals, culture, decision-making, behaviors, and relationships, serving as a foundation for how your company operates and interacts with employees, customers, and the broader community.
9. Clearly define a zero-tolerance policy for all forms of discrimination and harassment - ensure it is clearly communicated to your employees
10. Be proactive and transparent in your communications to address questions and to reassure employees, especially those that belong to communities directly targeted, that the recent actions by the federal government do not override their protections under existing law or otherwise undermine the employer's commitment to support them

As our progress is met with resistance, the strength of our community will not only allow us to sustain our momentum, but to expand our impact.