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AI gap + DEI cuts
This week, we’re looking at Meta scaling back its DEI efforts and what it means for workplace inclusion. Plus, why HR’s slow approach to AI reskilling could leave teams struggling to keep up.
It’s Wednesday!
This week, we’re looking at Meta scaling back its DEI efforts and what it means for workplace inclusion. Plus, why HR’s slow approach to AI reskilling could leave teams struggling to keep up.
HR isn’t prioritizing AI reskilling—and it’s a problem
AI is shaking up the workplace, but HR leaders seem to be slow on the uptake when it comes to preparing their teams. A recent survey of 80 CHROs by The Conference Board found only 7% are focusing on reskilling roles most impacted by AI. Instead, most (62%) are experimenting with AI pilots and tools for managing human capital.
Why this matters: Reskilling isn’t just about keeping up with technology—it’s about keeping your team engaged and closing the knowledge gap. Without it, employees might feel left behind or, worse, replaced. “It creates an ‘us versus them’ mentality,” says Diana Scott of The Conference Board.
The current focus:
Most HR leaders are testing AI tools and policies instead of tackling workforce readiness.
Few are developing AI literacy programs (21%) or hiring for new AI-focused roles (20%).
The priority seems to be figuring out AI’s workplace impact before diving into large-scale change.
The problem: Waiting too long could backfire. Employees need to understand and feel comfortable with AI now, not later. “You can’t boil the ocean,” Scott says, “but you have to start somewhere.”
What HR can do today:
Create an “AI sandbox” where employees can safely experiment with and learn about AI tools.
Focus on small, actionable steps to reskill employees in roles most likely to be affected.
Lead with curiosity—show your team that AI isn’t something to fear but something to work with.
HR has the chance to drive AI adoption in a way that’s inclusive, empowering, and forward-thinking. But ignoring reskilling? That’s a surefire way to fall behind. The choice is clear—time to step up.
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Meta scales back DEI initiatives—what it means for the workplace
Meta has taken a step back from its diversity, equity, and inclusion (DEI) efforts, discontinuing key programs like its supplier diversity initiative and cutting its DEI team. These changes reflect broader shifts happening across industries, with companies reevaluating their approaches to DEI in light of new legal and societal dynamics.
What’s happening:
Meta is ending its “diverse slate approach” in hiring and has removed its DEI-focused web page.
Its supplier diversity program, which aimed to support underrepresented businesses, has been shuttered.
An internal memo from Meta’s HR leadership cited the evolving legal landscape and the increasing complexity around DEI initiatives as driving factors for the changes.
The bigger picture: Meta isn’t alone. Companies like Microsoft, Amazon, and Walmart have also rolled back or restructured their DEI programs. These shifts come at a time when businesses are balancing compliance with legal rulings and the broader expectations of their workforce and stakeholders.
What it means for HR…
For HR leaders, these developments are a reminder that inclusion is about more than programs or policies—it’s about building workplaces where employees feel valued, respected, and empowered. Even as DEI programs are scaled back, the core principles of equity and belonging can still thrive through thoughtful leadership and everyday actions.
The challenge ahead? Finding ways to foster inclusion and innovation without leaning on formal DEI frameworks. Whether it’s through transparent communication, supporting employee resource groups, or creating space for diverse perspectives, HR leaders have the opportunity to shape a future that feels both fair and forward-thinking.
Inclusion isn’t a box to check—it’s a practice that evolves with the workplace. How companies navigate these changes will say a lot about their commitment to building meaningful, equitable cultures.
What we’re reading
Personnel Today → EU AI Act: What HR needs to know.
Gartner → 9 future of work trends for 2025.
Fast Company → 7 ways HR will look different in 2025.
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