How JDM is approaching DEI in 2025

I recently attended a webinar where a participant asked for alternative terms to "DEI," noting that the phrase can be triggering for some.

This shouldn’t have been surprising (even though it was). There were some events that set the table:

• In July 2024, SHRM (Society for Human Resource Management) announced it would no longer focus on equity, narrowing its efforts regarding diversity and inclusion. 
• In June 2023, the Supreme Court ruled against affirmative action in higher education.
• Recently, several companies (including but not limited to Walmart, Ford, Lowe’s, Harley-Davidson, and John Deere, to name a few) have scaled back or eliminated their DEI programs.

At JDM, DEI is not a controversial topic; it’s a cornerstone of our culture and something we view as critical to providing the strongest possible service for our clients. Here’s how we foster it.

Leveling the recruiting field

JDM has instituted a standardized recruiting process that focuses on leveling the playing field. We do this by:

• Removing gendered or biased language in all job descriptions
• Offering candidates the option to provide their preferred pronouns
• Conducting the initial phone screen with cameras off
• Asking the same questions in every interview
• Having all candidates complete the same project in the final stages

By having all candidates complete the same interview process, the hiring team can objectively evaluate each candidate and make an unbiased decision about the best candidate.

DEI resource guide

JDM recently shared a DEI resource guide that provides information and links regarding LGTBQ+, BIPOC, immigration, political unrest, and domestic violence. By providing this, we hope to foster a welcoming environment, and we’re grateful for the positive feedback from employees who felt seen and supported.

DEI training

One of our goals in 2025 is to roll out a DEI Training program for all employees and managers. We are selecting the best program to fit our needs, so if anyone has any recommendations, feel free to send them my way!

Measure and track progress

Lastly, we’re committed to measuring and tracking our DEI progress. With employees across 15 states, understanding the impact of our efforts can be difficult. To address this, we set and measure ourselves against SMART goals, conduct surveys to establish a baseline, and track progress throughout the year. By holding ourselves accountable, we aim to keep DEI a priority, even as it fades from focus in some spaces.

We don’t foster DEI for lip service; we do it to give our employees (and prospective employees) a healthy, equitable place to grow our clients and their careers. If you’re interested in learning more about our approach – even if it’s just to bring some insights to your current company – drop us a line.