In an article published on LinkedIn Pulse on October 29, 2025, Michal Shinnar is quoted about the legal realities surrounding organizations’ efforts to scale back or redefine diversity, equity, and inclusion (DEI) initiatives. Drawing on interviews with 16 leaders across multiple sectors, the piece explores how companies are adjusting their people management strategies amid evolving political and regulatory environments.
Michal notes that while some organizations are moving quickly to eliminate DEI programs, the underlying legal standards remain unchanged. “Title VII hasn’t been overturned,” she explains. “While people are rushing to get rid of DEI, robust Title VII compliance remains important.”
She underscores that anti-discrimination protections, investigation protocols, and equal opportunity requirements still apply. “Title VII (and other anti-discrimination laws) prohibit quota-based hiring practices, exclusionary programs, and providing favorable or less favorable treatment to employees because of protected traits like race or sex, and this applies to all races and sexes.”
Michal emphasizes that auditing for fairness remains a best practice: “Auditing your company to ensure there is not discrimination going on against anyone is a valuable thing for employers to do to ensure Title VII compliance, and should not be thrown out because it has been labeled ‘DEI.’”
Continue reading “The Psychology Behind Corporate DEI Pivots: Evidence vs. Emotion in 2025.”