Whites Only? The State of DEI in the United States in 2025: A Divided Landscape and Hospitality’s Continued Commitment
Diversity, Equity, and Inclusion (DEI) programs remain at the center of one of the most contentious debates in corporate America. While some industries have retreated from DEI efforts due to political and legal pressures, others—particularly the hospitality sector—have chosen to double down on diversity, seeing it as essential to their business success. As some companies move away from explicit DEI commitments due to government scrutiny and legal challenges, leading hotel brands have instead reaffirmed their dedication to fostering inclusive work environments and customer experiences.
The Political and Legal Climate: A Shift in DEI Strategies
The re-election of President Donald Trump in 2024 brought new executive actions that reshaped the DEI landscape. In January 2025, Executive Order 14173, titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” effectively banned DEI programs within federally contracted businesses and rescinded Executive Order 11246, which had required affirmative action policies in federal hiring since 1965. These changes, according to the administration, aimed to eliminate what they saw as discriminatory practices in favor of so-called merit-based hiring.
At the same time, the Supreme Court’s 2023 ruling ending affirmative action in college admissions has fueled legal challenges against corporate DEI programs. These decisions, supported by conservative think tanks, have resulted in corporations reassessing their diversity programs, with many shifting toward more neutral language or dismantling initiatives altogether to avoid legal risks.
Corporate DEI Retreat: A Changing Business Strategy
Several high-profile companies—including Citigroup, PepsiCo, and KPMG—have announced the scaling back of their diversity efforts. Some firms have removed DEI language from their websites, stopped setting diversity hiring targets, or restructured internal DEI teams in response to growing legal and political pressure. These moves are often framed as adaptations to an evolving legal landscape rather than outright rejections of diversity goals.
Despite these changes, some corporations—especially those in consumer-facing industries like hospitality—continue to see DEI as a core business strategy rather than a political liability.
The Hospitality Industry: A DEI Stronghold in 2025
Unlike sectors that have scaled back DEI programs, hospitality companies have largely upheld their commitments to diversity and inclusion, recognizing that diverse teams enhance customer experience, drive innovation, and strengthen global brand presence.
Hilton Hotels has been vocal about its DEI commitment, with CEO Chris Nassetta stating that diversity is “ultimately a business imperative,” especially given Hilton’s reach of over 250 million guests annually. The company maintains robust inclusive hiring practices and leadership development programs to ensure diverse representation at all levels.
Similarly, Marriott International has continued its focus on DEI, citing the competitive advantages of an inclusive workforce in serving global travelers. Marriott’s “Bridging the Gap” initiative promotes hotel ownership among historically underrepresented groups, ensuring greater equity in the industry.
Wyndham Hotels & Resorts has also prioritized DEI, incorporating comprehensive DEI training across the company and supporting eight Enterprise Resource Groups (ERGs) to foster an inclusive workplace culture. Wyndham continues to invest in programs that strengthen employee engagement and build diverse talent pipelines.
Hyatt Hotels Corporation has taken concrete steps toward supplier diversity, exceeding its 2025 goal of allocating at least 10% of its supplier spending to Black-owned businesses. This initiative demonstrates Hyatt’s commitment to not just internal workforce diversity but also equitable economic practices within the hospitality industry.
Viceroy Hotel Group has also embedded DEI into its core operations, partnering with LGBTQ+ leadership development programs and implementing comprehensive training on diversity, equity, and belonging across its properties. Their efforts ensure an inclusive workplace culture and a welcoming environment for both employees and guests.
Public Sentiment and Consumer Behavior: The Power of Inclusion
The consumer landscape is also shifting in response to corporate DEI policies. A recent Harris poll found that 40% of Americans now consider a company’s stance on social issues when making purchasing decisions. Additionally, 24% of consumers have stopped supporting businesses whose policies conflict with their values, showing that public perception of corporate responsibility remains a powerful market force. For hospitality brands that cater to a global and diverse customer base, maintaining DEI initiatives is more than a social responsibility—it is a business necessity. Companies that invest in diverse hiring, inclusive guest experiences, and equitable supply chains are better positioned to thrive in an era where consumers demand accountability and representation.
The Future of DEI: Retrenchment vs. Resilience
The future of DEI in the U.S. remains uncertain. Some industries are repackaging their diversity efforts under new names, using terms such as “inclusive leadership” and “workforce development” to sidestep political and legal challenges.
Meanwhile, artificial intelligence is being explored as a tool for “bias-free” hiring practices, though concerns about algorithmic discrimination persist.
Yet, in sectors like hospitality, healthcare, and education, DEI continues to be seen as an essential element of business success rather than a liability. As organizations navigate these complexities, those that remain committed to fostering diverse and inclusive workplaces are likely to emerge as industry leaders in the years ahead.
Conclusion: A Defining Moment for DEI
In 2025, DEI programs stand at a crossroads. While some industries backtrack due to legal and political challenges, the hospitality sector remains a beacon of commitment to diversity and inclusion. Leading hotel brands like Hilton, Marriott, Wyndham, Hyatt, and Viceroy understand that embracing DEI is not just about compliance—it is a long-term strategy for innovation, customer satisfaction, and business growth.
As the national debate over DEI continues, companies must decide whether to follow the retreat or lead with resilience. The hospitality industry’s stance proves that inclusion is not just an ideal but a competitive advantage—a principle that may well define the future of corporate America.
This article was prepared by the Doyen Search Group LLC editorial team with contributions from third party creators. © 2025 All rights reserved.
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