President Trump, Robby Starbuck, Christopher Rufo, Stephen Miller, and several others have blamed DEI for everything from plane crashes to wildfires in the last couple of years. While the attacks and misinformation have worked to an extent, former Georgia gubernatorial candidate Stacey Abrams believes that DEI is far from dead, and advocates for workplace equality have an opportunity to reclaim the narrative.

The attacks on DEI aren’t about fairness but about turning back the clock on progress, and companies will pay a price in the long-term for ending DEI efforts, Abrams said during an equal opportunity forum at the Meltzer Center for Diversity, Inclusion and Belonging at NYU School of Law on July 11.

Rolling back progress. The anti-DEI coalition has existed for generations, according to Abrams and civil rights advocates.

“They [anti-dei activists] are all trying to undo 249 years of progressive action on diversity, equity and inclusion,” Abrams said. “They don't like the fact that the Americans with Disabilities Act requires that the Department of Energy comply with their building codes. They are unhappy and dismally depressed about the responsibility that the FMLA imposes on corporations because that means women can actually enter the workforce and participate.”

Much of the anti-DEI conversation has focused on people of color, which Abrams believes is by design to diminish the chance of equality and is core to what she views as demonization tactics by a very small group of people.

Keep reading for more of Abrams’s insights on the current state of DEI.—KP

Kim Seals knows HR consulting like the back of her hand.

Currently a senior partner at management consulting firm West Monroe, Seals has over 30 years of HR experience, including a decade in corporate roles followed by a consulting career at firms like PwC and Mercer.

In her current role, one of Seals’s responsibilities is developing the firm’s next generation of leaders—which she believes is most important.

“We have a very people-first mentality. We want to have a well-rounded experience for our consultants,” she told HR Brew. “As we think about that next generation of talent…they want development, they want to move fast with their careers. And so I think by doing that, I am helping the firm grow.”

When identifying and developing consultants, Seals says these two skills are critical: Active listening, and relationship-building. Often, she’s noticed consultants will pitch solutions to clients, often during their first meetings, without first asking or trying to understand what the customer’s problem is.

“The best thing you can do is listen. Listen to learn and listen to understand what the client is really facing and what is our unique ability to solve their problem,” she said.

Now let’s talk about our relationships.—PM

With pandemic-era Affordable Care Act (ACA) subsidies due to expire at the end of the year, health insurance alternatives could take advantage.

A June 11 report from global professional services firm Alvarez & Marsal (A&M) predicts that more beneficiaries might soon ditch insurance coverage for options like short-term, limited duration plans or healthcare sharing ministries (HCSMs), which aren’t regulated like health insurance and aren’t required to comply with ACA protections like covering maternity care or pre-existing conditions.

Craig Savage, A&M managing director and health plans and managed care practice leader, told Healthcare Brew that A&M has recently worked with “one of the larger” HCSMs—which he declined to name—to help the ministry scale in anticipation of more enrollment.

“They are really gearing up for growth in membership,” he said. “The market dynamics, the environment in which we find ourselves, I think, is going to lend itself to those health sharing ministries.”

Keep reading Healthcare Brew for more on the impact of ACA subsidies expiring.—CC

Financial anxiety doesn’t stop at the office door. It also shows up in focus, performance, and retention. On July 22, join HR Brew and Multiply Mortgage to learn how expanding your financial wellness offerings can help employees navigate big decisions like debt and homeownership, not just retirement. Register today and find out how you can support your employees through life’s biggest milestones.

Ten years after launching its HR certifications, SHRM remains popular but debated. Many praise its focus on real-world competency, while some say exam scenarios are unrealistic. Costs are high, often burdening early-career pros. Despite mixed opinions, certifications boost salaries and career growth, especially for juniors. SHRM continues refining its program to better match workplace realities and improve accessibility.