Be Prepared for Hard DEI Conversations: 6 Practical Tips for Recruiters

The national conversation around Diversity, Equity and Inclusion (DEI) has shifted dramatically in the U.S. These DEI conversations have put new pressures on HR pros and recruiters.

With the return of President Donald Trump to the White House, one of his first moves was signing an executive order, Ending Radical and Wasteful Government DEI Programs and Preferencing, terminating all programs, including DEI mandates, policies, programs, preferences and activities in federal agencies.

Though this measure directly affects the public sector, the private sector isn’t immune to the ripple effects. Many company leaders are re-examining their DEI strategies in response.

DEI Conversations in Hiring

According to new data from Brightmine, nearly 1 in 5 U.S. workers say they’d look for another job if their company cut back on DEI. That number jumps to nearly 30% for Gen Z and Millennials. Additionally, among underrepresented groups, the sentiment is even stronger, as respondents who identify as African American (27%), American Indian (39%), Pacific Islander (30%) and Asian (10%) were more likely to say they would actively look for another job if their employer reduced its investment in DEI compared to Caucasian respondents (16%).

This puts recruiters in a unique and difficult position. It’s crucial for recruiters and hiring teams to strike a balance between complying with federal guidance but also being transparent about inclusivity and workplace culture during hiring conversations, particularly in those organizations that want to continue to invest in their equality and inclusion efforts.

1. Understand the Compliance Conundrum 

Despite the shift in messaging from the White House and leaders at the Equal Employment Opportunity Commission (EEOC), DEI remains a critical value for many organizations.

Beyond compliance, studies have shown that diverse and inclusive workforces boost business results and performance. What’s more, brands that have publicly backpedaled on their DEI policies have faced negative public backlash. A recent study found that one-third of consumers who are aware of such rollbacks have reduced their spending or stopped purchasing from brands that have stepped away from DEI.  

Today’s candidates – and employees – want clarity. They’re not just asking about roles and salaries; they want to know where the company stands on equity and belonging, as it gives a strong indication of the wider company culture. This means hiring teams must find new ways to communicate this commitment, authentically, even if the language or regulations around DEI evolves.

The key is reframing. Rather than discussing DEI as a “preference” or quota, organizations should position it as part of their broader values: fairness in hiring, creating equitable access to opportunities and fostering a sense of belonging for all employees.

Some organizations are adopting a “quiet DEI” approach – investing in fair and inclusive practices without using the label. This may include emphasizing values like respect, psychological safety and equal access to opportunities. Whether this approach causes HR teams to reassess their employee resource groups (ERGs) or revamp training programs, the key is to have authentic, consistent messaging rooted in company values.

2. Stay On Top of Laws, Regs

Navigating this landscape is especially complicated for companies operating across multiple states. While the policies and tone have changed at the federal level, states like Massachusetts, Illinois, California and New York, have publicly reaffirmed their support of well-structured DEI programs that remain lawful and play a crucial role in fostering fair, compliant and productive workplaces.

Recruiters should stay informed of local laws and regulations and coordinate with their legal and HR teams to ensure they are compliant. For multistate employers, this may be even more challenging when there are opposing jurisdictional laws or guidance.

It should be no surprise to company leaders and recruiters when candidates ask about their DEI efforts. In fact, research shows 76% of employees and job seekers said diversity was important when considering job offers and 60% of employees want to hear business leaders speak up on diversity issues. Avoiding discussions about DEI initiatives can lead to negative consequences, including turning away potential new hires.

3. How to Respond to DEI Questions

Here are a few ways recruiters can respond when candidates ask them questions around DEI:

• Lead with your company’s values: Talk about the organization’s commitment to fairness, collaboration and employee wellbeing. DEI should feel like a natural extension of those values – not a standalone policy.
• Review job postings and candidate materials: Emphasize the organization’s commitment to equal opportunity and inclusive hiring practices. If the organization has had to scale back its DEI-focused program or practice quiet DEI, recruiters should be transparent and honest about what their company is doing when potential new hires ask about their DEI policies during the interview process.
• Get legal and HR on the same page: Partner with compliance or legal counsel to establish clear guidelines for how DEI can be communicated in recruiting conversations. This includes training hiring teams on what they can safely communicate and what to avoid in interviews.
• Check your changes: Make sure legal counsel is a part of the decision-making process when it comes to initiating changes to the company’s DEI programs or recruiting practices, particularly when it comes to setting eligibility requirements, and how to communicate those changes when potential new hires ask about DEI programs in an interview.

4. Hold on to Your DEI Compass

The national conversation around DEI is far from over, but silence isn’t an option. Avoiding the conversations risks alienating candidates, reinforcing harmful narratives and potentially damaging the company’s reputation and culture. Recruiters are on the frontline and need the right tools, language and support to handle these discussions with confidence and clarity.

Remember to revisit your employer brand materials and internal policies to ensure consistency and compliance. Most importantly, stay agile. The legal landscape will continue to evolve, and so should the company’s approach if it wants to remain compliant but true to its culture.

And, as always, for the latest updates on executive orders affecting HR, take a look at New Executive Orders: What HR Should Know for Trump 2.0.