Can I Get a Private Sector DEI Job?
Who is hiring for Diversity, Equity, and Inclusion and should you apply for a DEI role with a large company?
Diversity, Equity, and Inclusion (DEI) is now a derogatory phrase in this new Administration. There are Executive Orders banning it in Federal programs, and attacks on its use in private universities and corporations.
So what is someone to do if they focused on DEI in the Federal ecosystem and now want to work on DEI issues in Corporate American? In a word: adapt.
Many large employers shifted from a focus on DEI to employee engagement or other foci that highlight the bonds between staff and customers of all types.
Recently, Laura Peterson, a former international development professional who transitioned to DEI work in the corporate world, shared her thoughts and insights on what a DEI career in Corporate America looks like in 2025. What challenges to expect, and what the future might hold.
We took her guidance and added our own to create this understanding of private sector DEI roles in 2025.
How is DEI referenced in the corporate world?
Diversity, equity, and inclusion has impacts on strategy, organizational culture, leadership, talent management, total rewards, and employee engagement and retention.
Many companies have Employee Resource Groups or People and Culture departments incorporating DEI into the way they do their work. Even though they may not expressly use the term DEI.
If you want to work on DEI, then look for how the underlying concepts of DEI are incorporated into leadership development, inclusive management practices, and corporate responsibility. Search for relevant roles in HR or talent analytics.
How are Federal rules impacting corporate DEI?
Many companies, especially large scale businesses, are partially funded through federal contracts. They want to be eligible for future potential federal contracts, and/or have to comply with federal regulations.
The risk of being bullied by the federal government is higher for these larger companies. Many companies are extremely cautious and focused on reducing risk right now, especially if there are recent changes in CEO leadership and/or values.
Now is not the time for activism in the workplace. Instead, prioritizing diplomacy and focusing on shared values and experiences can help bridge differences and maintain the spirit of diversity, equity and inclusion.
Likewise, now is the time for balanced pragmatism. Balanced pragmatism involves integrating DEI initiatives into the core business strategy, recognizing that fostering an inclusive workplace is both ethically important and beneficial for business performance.
In an era where DEI initiatives face increasing scrutiny and political challenges,focusing on practical implementation and measurable results allows organizations to maintain their commitment to DEI while mitigating potential backlash.
Should we apply for DEI positions now?
If a company is currently advertising and hiring, then it’s a safe bet that job is likely to remain. To get a better idea of a company’s stance on DEI, do some research on recent CEO/leadership changes.
Newer leadership may be more inclined to make changes to cater to the new administration priorities. Look at the history and leadership of a company to better understand their future direction.
You can also look at recent board-level actions. Costco’s board voted to keep DEI and Levi’s shareholders just voted in favor of DEI. Target voted to end DEI and is facing a boycott.
How much do DEI professionals make?
Salaries can range all over the place and are more likely to be determined by the revenue of the company rather than on value or other factors.
A DEI role in a billion-dollar revenue-based company could earn between $70,000 and $150,000, while in a company with a revenue of $500 million, the salary could range from $60,000 to $80,000. Tiny boutique companies can pay really well if their revenues are high.
What training is needed to move into DEI?
GESI or GDEI specialists don’t have a knowledge gap, just a language gap. More than certificates, training, or additional credentials, focus on building your business acumen and storytelling skills. Learn how to translate what you’ve done to the corporate world.
You can also read business books that focus on culture and change management. If you are intent on developing deeper knowledge and skills, consider pursuing a certificate in organizational development or change management.
What can we do to advance in this space?
Talk to a variety of people, at least 3 potential employers, to gain a deeper understanding of the company culture and needs. Listen to the language they use and map your skills and experience to what they describe.
Offer to use your skills, such as doing an impact analysis of a company’s programs or policies, either on a volunteer basis or at a reduced rate. Take calculated risks and don’t be afraid to try something new or different, even if it means working for free or reduced rates initially. Use this as an experiment to inform future choices.
What does the future hold for DEI?
Many companies—particularly those focused on product delivery—are facing financial headwinds due to rising tariffs, global instability, and evolving trade policies. In this environment, investments are increasingly being directed toward delivery systems and infrastructure, rather than direct service delivery.
It’s a trend similar to what we’re seeing in the professional services space: there’s more demand for those who can sell coaching systems than for those doing the day-to-day coaching work.
We’re still early in the current U.S. administration, but as policy decisions unfold, each additional round of funding cuts or shifts in political climate can make it more difficult for DEI efforts to regain traction. If the current trend continues for another eight months, returning to previous levels of support and investment in DEI may become increasingly difficult.
What resources can help us now?
Here are some great resources for those who want to further support DEI right now: