New White Paper Explores DEI in the Workplace

Diversity, equity, and inclusion (DEI), a framework that includes a set of organizational initiatives, policies, practices, and principles designed to ensure that representation, fairness, and belonging are possible for all employ­ees, regardless of who they are or where they come from, is considered a cornerstone of effective leadership and organizational performance. But today, it has become one of the most debated topics in American workplaces and society. Recent federal policy changes in 2025 and 2026, shifting political winds, and widespread misinformation have left many human resources professionals unsure about what DEI really means, whether it works, and what their organizations should do next.

In the latest SIOP White Paper, DEI in the Workplace: A Science-Based Guide for Organizational Leaders, authors Gena Cox, Courtney Bryant Shelby, Felix Wu, Jorge Lumbreras, Aisha Taylor, and Alexandra Zelin aim to answer four basic questions leaders are asking right now:

• What does DEI actually mean?
• What is the current legal environment and what does that environment require of organizations as they implement or modify DEI practices?
• What does the research say about common beliefs and myths about DEI?
• What should we do?

This paper explains the science; addresses common beliefs about diversity, equity, and inclusion; and gives human resources practitioners and organizational leaders language and tools to discuss DEI effectively inside their organizations. Readers will learn why this paper is important now, DEI definitions, and about the evolving legal and sociopolitical landscape. They will also explore six common beliefs about DEI as they are evaluated against available research-based evidence.

Readers will also take away practical guidance that they can consider for their workplaces. This guidance spans alignment with legal rulings, programs that use quotas based on protected characteristics, documentation, team assembly, best practice adoption, strategy, measurement, training, language, and communication.

From the authors, “The practice of DEI is at a critical juncture because related federal policy, in many ways, operationalizes a perspective that contradicts the science supporting the value of DEI. The evidence cited in this paper indicates that organizations that help every employee feel seen, valued, and equipped to succeed—and that build systems designed to give everyone a genuine shot—perform better. … HR practitioners can use the tools in this paper: the definitions, the legal clarity, the evidence, and the language, to help their organizations build fair, inclusive, high-performing organizations.”

For more information about timely topics in I-O psychology, visit the SIOP White Paper webpage.