DEI Program Assessment and Risk Mitigation

DEI Program Assessment and Risk Mitigation

EASI Consultants’ in-depth, comprehensive, and privileged assessments of Diversity, Equity, and Inclusion (DEI) policies and practices help organizations evaluate and address potential risks from President Trump’s Executive Order on Non-Discrimination and Merit-Based Employment Practices.

With the specifics of this new Executive Order still unfolding, EASI anticipates that contractors will be required to certify their that they do not participate in illegal DEI practices. Failing to comply or providing false certifications could jeopardize federal contracts and payments.

By thoroughly examining your organization’s current DEI program, we pinpoint key areas of concern and guide you in creating actionable steps to mitigate risks, ensuring that your policies, practices, and public stance do not violate, or appear to violate, federal anti-discrimination laws.

DEI Self-Guided Assessment

A comprehensive self-assessment guide/project plan to help clients independently audit and assess their DEI programs and practices. Our guided assessment will help your team answer these questions:

• What parts of our DEI program, if any, could be considered “illegal DEI” or framed as “illegal DEI”?
• What are the areas we should look at, prepare, document or revise?
• How do we keep our analysis privileged?

DEI Risk Assessment

A full-service, qualitative, and quantitative review of your organization’s DEI stance. In partnership with our affiliated law firm, NT Lakis, this privileged review will identify potential risk areas and provide guidance, recommendations, and an action plan. Our assessment covers these areas and more:

• Review all DEI-related data, commitments, public stances, and both internal and external communications (including websites, intranets, job postings, and public statements) to ensure alignment with the new Executive Order and other regulations.
• Evaluate recruitment, career development, and leadership development programs (such as mentorship, apprenticeships, and internships) to confirm compliance with the new standards. 
• Assess the structure and governance of Employee Resource Groups (ERGs). 
• Review and provide guidance on updates to HR, People, and other organizational policies and procedures.