As we celebrated International Women’s Day this past weekend, we also acknowledge the inequality that continues to exist in the workplace (as in other spheres of life) not only between women and men, but between white and BIPOC, LGBTQIA and individuals with disabilities. Unfortunately, Trump wasted no time, on his very first day in office, issuing an Executive Order attacking “Diversity Equity and Inclusion (DEI).” The first order on January 20, 2025, “Ending Radical And Wasteful Government DEI Programs And Preferencing” directs federal agencies to terminate any existing DEI programs within the federal government and eliminate DEI positions and initiatives. Other Executive Orders followed that attempted to target the private sector funded by federal contracts or grants, for what the Trump administration threatens are “unlawful and illegal diversity practices,” although the order leaves it unclear as to what is illegal about these practices.
Equal opportunity and anti-discrimination laws have been in place since the civil rights movement in the 1960s. Fundamentally, DEI policies and programs are a continuation of these movements toward equality. They are a government and private sector response to the continued reality that there is an uneven playing field when it comes to opportunity in the U.S., for women, for people of color, and LGBTQIA individuals, whether it be at work, in school, athletics or in the boardroom. An inconvenient truth to the MAGA worldview, but the numbers speak volumes:
- Women are only 7% of CEOs in Q1 of 2024. It will take 88 years to achieve global gender parity – the results are a continued pay gap.
- In 2023, women only held 23% of the world’s board seats, a 3.6% increase over 2022 – attributed to DEI efforts (Deloitte)
- However, the U.S. gender pay gap between men and women has barely closed in the past two decades at 24% on average.
- While women make up more than half of the U.S. population, they constituted about a third of all people in STEM jobs as of 2021, and their wages were consistently lower than that of men.
- Black and Hispanic workers represented 9% and 15% of the STEM workforce respectively, despite constituting higher percentages of the population.
- Research suggests that nearly 50% of LGBT workers remain closeted at work because of fear of being stereotyped, harassed and being blocked from professional advancement.
- Some 33% of people with a disability said they do not feel comfortable disclosing their disability in the job search process.
After the George Floyd murder and the racial reckoning that followed in 2020 with millions of people taking to the streets, many corporations stepped up and hired Chief Diversity Officers, and implemented Diversity Equity and Inclusion policies or programs. They have data showing its benefits:
- Companies with more diversity in board and executive leadership perform better financially (Morgan Stanley)
- Diversity and inclusion drive innovation in organizations, better decision-making and stronger workplace cultures (Forbes, 2023)
- Higher percentages of non-White management are positively correlated with several higher financial metrics
- 70% of the Fortune 100 and nearly half of the Fortune 500 use a Disability Index to implement inclusion practices for workers with disabilities.
The anti-DEI attacks from the right wing since the launch of DEI initiatives and programs, and now with Trump Executive Orders, mean any equity gains in the workplace are at risk. They are also “flipping the script” arguing that trying to close the gaps between women and men, between people of color and whites, are discriminatory and illegal. The ACLU responded to this ridiculous assertion:
“The executive orders attempt to conflate these lawful efforts [DEIA] with discrimination, weaponizing enforcement to bully institutions into abandoning critical programs and taking steps to try to eliminate protections against discrimination by government contractors. However, no court has declared DEIA efforts inherently illegal, and President Trump cannot override decades of legal precedent.”
What does DEI have to do with Healthy Work?
The cornerstones of healthy work include that workers have “freedom from abuse, freedom from discrimination, freedom from being silenced, and freedom to grow and thrive.” There is abundant evidence that women, people of color and LGBTQ individuals are more likely to experience abusive treatment or workplace bullying (ridicule, intimidation and humiliation), racist and sexist stereotyping and discrimination, than are white men. This exclusionary treatment perpetuates inequality of opportunity in the workplace.
Workplace bullying: prevalence and health effects
The 2024 Workplace Bullying Institute’s annual survey confirmed that 14% of U.S. workers were currently experiencing workplace bullying (within the last year) or had experienced it in the past (18%), and 14% witnessed it. The WBI survey results confirmed the power dynamics inherent in workplace bullying:
- 71% of bullies are men, 51% of bullied targets are women
- African Americans had the highest rate of being bullied at 44%, compared to 33% of Hispanics, and 30% whites (national average is 32%)
- Bullying was four times more prevalent than discriminatory misconduct.
- Targeted employees have a 62% chance of losing the jobs they loved for no legitimate reason.
Many workers who are bullied report stress symptoms including headaches, loss of sleep, and digestive problems. The long-term health consequences of bullying have been measured in a meta-analysis of 3 longitudinal studies. Those who reported bullying were almost 3 times more likely to develop depressive symptoms. (Theorell and Aronsson, BMC Public Health 2015).
Discrimination: prevalence and health effects
The Healthy Work Survey assesses workplace bullying, sexual harassment and discrimination, based on questions from a U.S. national survey (GSS-QWL). While the HWS is not a representative sample of U.S. workers, we find high rates of workplace bullying being reported in workplaces. Using the same questions as the WBI survey, we found that among over 6,000+ individuals completing the HWS between 2021-2025, 29% reported currently experiencing workplace bullying (repeated mistreatment, abusive conduct etc.), and 36% reported witnessing it. A higher number of HWS respondents reported experiencing discrimination due to gender (12%) and/or age (12%) (U.S. 6%, 8%), and 8.5% reported feeling discriminated against because of their race/ethnicity (U.S. 5%), and 2% because of sexual orientation or gender identity (no U.S. data available on this).
Discrimination is illegal and is also considered by the Department of Health and Human Services (HHSA) and the Healthy People 2030 report, to be a social determinant of health. Women, non-white race or ethnicity groups report workplace discrimination more often. As a consequence of unfair treatment based on personal characteristics, the victims suffer economic losses including job loss, as well as symptoms of trauma and a range of negative health consequences including anxiety, psychological distress, cardiovascular disease including hypertension, poor self-reported health status, and depression (Hammond et al 2010).
What can we do?
To counter these challenges and build healthier, more equitable workplaces, a multifaceted approach is essential. By prioritizing equity and inclusion, we can work towards economic justice, and create healthier, more just workplaces that foster not only equity but also enhanced productivity and employee satisfaction. Organizations should create policies that rise above the minimum of legal compliance to also recognize the costs of unjust and inappropriate or disrespectful behaviors (e.g. workplace bullying or incivility) that can negatively impact an employee’s economic well-being and health, and the productivity of the organization.
- Advocate for Policies Supporting DEI
- Push back against legislation and executive actions that weaken DEI programs by lobbying for state and local laws that explicitly protect workplace equity initiatives.
- Partner with allies in labor unions, occupational safety groups, and community organizations to amplify calls for inclusive workplace policies.
- Identify Workplace Injustice Using the Healthy Work Survey
- Help employers and employees use the Healthy Work Survey to identify work-related causes of mental and physical health problems including workplace bullying, sexual harassment and feelings of discrimination.
- Promote Awareness and Education
- Launch public campaigns to educate employers and the public on the importance of DEI in fostering workplace health and productivity.
- Share evidence-based data linking diversity and inclusion to improved employee well-being and organizational performance.
- Strengthen Workplace Protections
- Develop model policies for employers to adopt that address systemic inequities and protect against workplace bullying, harassment, and discrimination.
- Provide resources and tools for organizations and unions to implement and measure the success of DEI initiatives effectively.
- Highlight Success Stories
- Showcase examples of organizations that have successfully implemented DEI programs and the resulting positive outcomes, such as improved retention, higher job satisfaction, and better mental health among employees.
- Engage Stakeholders
- Create coalitions of organizations and leaders committed to advancing intersectionality to address the unique challenges faced by workers across multiple marginalized identities..
HWC Sources/Materials:
HWC Fact Sheet: Reduce Workplace Injustice
HWC Info Page: From Principles of Healthy Work: Reduce Incivility
HWC Blog: Women, Work and Stress in a Hybrid World
HWC Blog: Black Lives Matter: Perspectives from the Healthy Work Campaign
HWC Article: Workplace Sexual Harassment, Not just a Hollywood Problem
HWC Article: How Management Contributes to Toxic Workplaces
HWC Infographic: Workplace Bullying: Statistics to Know
JOEM article COVID-19 Pandemic: What’s Work Got to Do With It?
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