Verizon’s recent decision to dismantle its diversity, equity, and inclusion (DEI) programs has once again sparked intense debate about the future of workplace inclusion. The move was announced on May 15, as a condition for securing FFC approval for its $20 billion merger with Frontier. The Verizon DEI rollback reflects a strategic pivot driven by regulatory pressures and a broader political climate. While the move aligns with the Verizon Frontier merger requirements, it raises a critical question for HR leaders. How can organizations foster inclusion without formal DEI programs?
The HR Digest dives into innovative strategies to redefine workplace equity in the wake of Verizon’s diversity policy shift, offering actionable insights for HR professionals.
Verizon’s DEI rollback and the Frontier merger
Verizon’s decision to terminate its DEI programs was a direct response to an FCC investigation led by Chairman Brendan Carr. According to Carr, Verizon’s DEI practices could violate nondiscrimination principles. To secure the Frontier acquisition, Verizon eliminated DEI-specific roles, remove diversity-focused language from training and dismantled quantitative supplier diversity goals. The company now emphasizes “equal opportunity and nondiscrimination,” a shift that has drawn both praise and criticism.
Critics argue that the Verizon diversity rollback risks undermining years of progress. On the other hand, supporters view it as a pragmatic alignment with evolving legal standards.
For HR leaders, the Verizon DEI rollback presents a challenge and an opportunity. Without formal DEI programs terminated, how can companies maintain inclusive cultures? The answer to this question lies in embedding equity into everyday practices.
Inclusion in everyday workflows
One way to redefine inclusion is by integrating equity principles into routine HR processes. HR can embed fairness into performance reviews, team collaboration tools, and hiring practices. For example, revising performance evaluation criteria to prioritize collaboration and cross-cultural communication fosters a sense of belonging without explicit DEI branding. Tools like Slack or Microsoft Teams can be configured with prompts encouraging inclusive behaviors, such as recognizing diverse perspectives in meetings.
Verizon’s shift offers a blueprint: its new focus on nondiscrimination suggests a broader, less prescriptive approach to equity. HR leaders can adopt similar strategies by training managers to identify and mitigate bias in real-time, using scenario-based learning rather than traditional DEI workshops. This approach not only aligns with Verizon DEI compliance but also resonates with employees who may be skeptical of top-down mandates.
Strengthening Employee Resource Groups (ERGs)
Employee Resource Groups (ERGs) remain a powerful tool for fostering inclusion, even post-Verizon DEI programs end. By centralizing ERG management under HR, organizations can ensure these groups remain vibrant support networks for underrepresented employees. Verizon, for instance, could redirect resources from eliminated DEI roles to enhance ERG programming, offering mentorship, networking, and leadership development opportunities.
HR can innovate by gamifying ERG participation, using platforms like Workday to track engagement and reward contributions to community-building efforts. This data-driven approach provides measurable outcomes demonstrating the business value of inclusion without relying on Verizon diversity rollback metrics like diversity quotas.
Leadership Accountability as a DEI Substitute
Another strategy is holding leaders accountable for inclusive outcomes, even without formal DEI programs. Verizon’s pivot to equal opportunity policies underscores the need for leadership to model equitable behaviors. HR can implement 360-degree feedback systems that evaluate managers on their ability to foster diverse, collaborative teams. By tying these metrics to promotions or bonuses, organizations create incentives for organic inclusion.
For example, a tech firm recently replaced its DEI training with a leadership program focused on psychological safety, resulting in a 15% increase in employee engagement scores. HR leaders can draw inspiration from such models, adapting them to fit Verizon acquisition approval constraints while maintaining a commitment to fairness.
Communicating the Shift Transparently
The Verizon Frontier acquisition and its DEI implications highlight the importance of transparent communication. HR must proactively address employee concerns about the Verizon ends DEI narrative, particularly among those who feel the rollback signals a retreat from equity. Town halls, anonymous Q&A sessions, and pulse surveys can gauge sentiment and clarify the organization’s commitment to inclusion, even in a new form.
Verizon’s approach offers a lesson in balancing candor with reassurance. HR can replicate this by sharing data on inclusion metrics, such as promotion rates across demographics, to demonstrate ongoing progress despite the FCC DEI investigation outcome.
A New Era for Inclusion
The Verizon DEI rollback is not an isolated event but a bellwether for HR’s role in navigating regulatory and cultural shifts. By embedding inclusion into workflows, strengthening ERGs, holding leaders accountable, and communicating transparently, HR leaders can redefine equity without formal DEI programs. These strategies align with Verizon DEI compliance while addressing employee expectations for fair treatment.
As organizations watch Verizon’s next steps post-Verizon Frontier merger, the focus should be on innovation, not retreat. HR has the opportunity to lead this transformation, proving that inclusion can thrive in any environment. By adopting these forward-thinking approaches, companies can build resilient, equitable workplaces that withstand external pressures and deliver lasting value.
Subscribe to The HR Digest for the latest HR news and updates.
