Decoding the New Administration: Implications for E&C and Harassment Training 

The current political landscape is reshaping regulatory priorities. An awareness of which risk mitigation strategies are worth enforcing is critical. This evolution is poised to significantly impact ethics, compliance, and corporate training. With deregulation on the horizon, companies—especially those involved in E&C training—must decode these changes and adapt their programs to stay ahead. (For more, read our perspective, Post-Election Implications for U.S. Ethics & Compliance Training.)

From an Ethics & Compliance (E&C) perspective, the shifting environment may lead to recalibrated training content, particularly regarding diversity, equity, and inclusion (DEI), discrimination, and sexual harassment in the workplace. 

What is a key driver for rigorous E&C training?  

Of critical importance is the oversight provided by agencies like the Department of Justice (DOJ). Historically, active enforcement compelled companies to maintain comprehensive programs covering anti-corruption, anti-bribery, and harassment training. However, as regulatory oversight appears to be softening, companies might reassess their investments in compliance initiatives.  

This potential shift could be even more pronounced in areas that are not legally mandated—such as DEI training—where the “anti-woke” movement has already begun reshaping corporate policies.  

Recent moves by companies like Walmart, which rolled back DEI initiatives and eliminated related terminology, illustrate how businesses are proactively adjusting to what they perceive as a more deregulated future.  

Is 2025 the Year Companies Rethink DEI? 

As companies adapt to cultural and legal shifts, DEI programs are being restructured, paused, or eliminated. 

With shifting public opinion and legal landscapes, many large corporations are reassessing or scaling back their diversity, equity, and inclusion (DEI) efforts. Here’s a quick snapshot from earlier this year of what major companies are doing now: 

• Meta – Scaled back DEI, refocusing on accessibility and engagement 

• Walmart – Ended racial equity center and exited LGBTQ+ inclusion index 

• Amazon – Reworking DEI to focus on programs with proven outcomes 

• McDonald’s – Retired diversity targets and supplier DEI programs 

• John Deere – Stopped supporting social awareness events like Pride 

• Lowe’s – Withdrew from LGBTQ+ surveys and external DEI sponsorships 

• Tractor Supply – Eliminated DEI roles and ceased non-business sponsorships 

• Harley-Davidson – Ended DEI function and removed quotas 

• Apple – Urging shareholders to keep DEI intact amid criticism 

• Ford – Scaled back DEI and removed quotas; avoiding divisive issues 

• Molson Coors – Removed DEI targets and training programs 

• Toyota – Redirecting DEI focus to STEM and workforce readiness 

• Microsoft – Laid off DEI team; shifting to new goals 

• Zoom – Disbanded DEI team after layoffs; exploring new inclusion strategies 

Why the implications for harassment training are significant 

As federal guidelines potentially relax, the focus on training for sexual harassment and workplace discrimination may diminish. These training programs have historically served as both preventive measures and legal safeguards. Should enforcement slacken, companies might perceive a lower risk of penalties and reduce their investment in these critical programs.  

However, this shift carries its own risks. A reduced emphasis on discrimination and harassment training could leave organizations exposed to ethical lapses, reputational harm, and unforeseen legal challenges if incidents occur. 

On the other hand… 

The evolving regulatory landscape presents opportunities. Many companies still recognize the importance of robust compliance frameworks, even in a less regulated environment. Forward-thinking organizations may choose to view DEI and harassment training not merely as regulatory obligations, but as essential components of a strong, ethical corporate culture.  

Organizations that support DEI are reportedly more successful than those that don’t. Organizations that prioritize DEI are actually more likely to financially outperform their peers. For example, research shows a 39% higher likelihood of outperformance for companies with diverse leadership. Diverse executive teams are also linked to greater holistic impact—including stronger community engagement, workforce satisfaction, and environmental responsibility. These companies benefit from inclusive cultures that drive innovation, attract top talent, and enable broader social and organizational resilience. 

By reframing DEI initiatives as programs centered on fairness, respect, and ethical leadership, training providers can continue to add significant value. Moreover, the current environment demands agile training solutions with real-time updates and adaptable modules that can quickly respond to changing legal standards. The ability to rapidly edit and customize content—potentially with the help of AI-driven tools—positions training companies as trusted advisors during a time of uncertainty. 

Final thoughts 

A proactive approach that combines regulatory compliance with ethical best practices will not only help organizations navigate legal requirements but also foster a resilient, values-driven corporate culture. By staying agile and responsive, ethics and compliance training providers can continue to play a pivotal role in guiding businesses through these complex times. 

Let’s start a conversation 

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