July 14, 2025 | Mark Hudson

Forbes ─ In a new article, Elissa Rossi, Vice President of Compliance Services at Traliant, addresses the shifting legal landscape surrounding diversity, equity and inclusion (DEI) programs. As new federal guidance and enforcement efforts take aim at DEI initiatives that may inadvertently give preference based on protected characteristics, Rossi urges employers to take proactive steps. 

“Two critical employer actions stand out: ensuring DEI programs are legally compliant and offering employee training that supports inclusivity while minimizing risk.” 

Rossi emphasizes that DEI efforts are not banned — but they must be carefully structured to align with Title VII and related civil rights laws. That includes reviewing programs with legal counsel, ideally under attorney–client privilege, to identify and mitigate any potential liability, especially for federal contractors facing heightened scrutiny over “reverse discrimination.” 

She also highlights the pivotal role of workforce training. Inclusive, non-discriminatory content that avoids stereotyping and does not segregate by protected class can help organizations reinforce belonging while lowering legal risk. The takeaway: compliance and inclusion aren’t mutually exclusive — but navigating both requires intention and clarity. 

Click here to read the full article.