Impact of DEI Cuts on Job Seekers

The reduction of Diversity, Equity, and Inclusion (DEI) programs is changing the job market, especially for underrepresented groups. Companies are scaling back on DEI initiatives due to political pressure, budget cuts, and shifting priorities, leading to fewer opportunities, increased hiring biases, and reduced career advancement for marginalized job seekers. Key takeaways include:

Fewer DEI Programs: Major corporations like Walmart, Meta, and Tesla have cut diversity hiring initiatives, while federal actions, such as Executive Order 14151, have banned DEI considerations in federal hiring.
Hiring Challenges: Minority candidates face higher barriers, with a 37% drop in hiring for women of color and similar declines for LGBTQIA+ individuals and people with disabilities.
Reduced Career Growth: The elimination of mentorship programs and diversity-focused leadership pipelines limits advancement opportunities.
Job Search Tips: Candidates must focus on ATS-friendly resumes, build independent networks, and leverage platforms like Scale.jobs for tailored job search support.

The rollback of DEI programs highlights the need for job seekers to adapt their strategies and utilize tools that address the evolving hiring landscape.

Black Women Jobless Crisis: 300K Exit Workforce amid Trump’s DEI Rollbacks & Federal Cuts

Direct Impact of DEI Cuts on Job Seekers

The rollback of DEI (Diversity, Equity, and Inclusion) programs is creating tangible obstacles for underrepresented job seekers. Research reveals that 57% of companies cutting DEI initiatives report declines in hiring rates for underrepresented groups, with minority candidates facing the steepest setbacks. These cutbacks are reshaping the job market, making it harder for diverse candidates to succeed at every stage of their job search. Let’s explore how these changes impact hiring practices and career progression.

Reduced Diversity Hiring Programs

Many companies are dismantling programs that once provided opportunities for underrepresented groups. The numbers are striking: hiring for women of color has dropped by 37%, LGBTQIA+ individuals and men of color by 33%, and candidates with disabilities by 26%. In contrast, white women and men saw only minor decreases of 13% and 12%, respectively.

Major corporations have made notable changes to their hiring policies. For instance:

Paramount Global abandoned its racial and gender hiring targets in March 2025, making diversity optional rather than a priority.
Target slashed funding for DEI programs and stopped tracking diversity metrics altogether.
Goldman Sachs, under pressure from investors, scaled back its DEI hiring initiatives.

Adding to this, a federal executive order issued in January 2025 banned any consideration of DEI factors in federal hiring practices. This policy not only affects government jobs but also influences private companies with federal contracts.

"Companies that cut DEI programs are hiring fewer underrepresented employees, leading to reduced innovation, lower performance, and weaker talent pipelines." - Kara Dennison, Head of Career Advising, Resume.org

Since early 2023, over 2,600 DEI-related jobs have been eliminated, representing about 13% of such positions that existed during the peak of DEI hiring efforts. These cuts are directly shrinking opportunities for diverse candidates in an already competitive market.

Higher Barriers in the Hiring Process

The removal of DEI programs doesn’t just limit hiring - it also complicates the processes meant to ensure fairness. Without structured oversight, job seekers from marginalized groups face more hurdles during evaluations and interviews.

For example, Verizon announced in May 2025 that it would eliminate all DEI-focused roles within its HR department. This decision leaves fewer advocates to ensure hiring practices are equitable and to address potential discrimination.

Testing processes, in particular, have become a pain point. Historically, biased testing practices disproportionately affected Black candidates while favoring white applicants. Unfortunately, similar patterns persist today. An HR director at a West Coast food company discovered that white managers selectively required minority candidates to take supervisor tests, while white applicants were hired without testing.

Lauren Rivera, a professor at Kellogg, observed a similar trend at an investment firm. During hiring meetings, the team overlooked math test failures by white men but scrutinized failures by women and Black candidates. This highlights how testing can perpetuate bias when DEI oversight is absent.

"DEI programs helped create access points, safe spaces, and professional development tailored to these groups [Black, Latinx, Indigenous, and Asian professionals - as well as women, LGBTQIA+ individuals, and those with disabilities]." - Elika Dadsetan-Foley, CEO and Executive Director, VISIONS, Inc

The psychological toll on job seekers is also significant. 76% of candidates say diversity is a key factor when evaluating potential employers. However, with fewer DEI programs, many applicants now expect bias, leading to practices like "resume whitening", where individuals remove identity-related details from their resumes to avoid discrimination.

Career Growth Becomes Harder

The elimination of DEI programs doesn’t just affect hiring - it also creates long-term barriers to career advancement. Support systems that once helped underrepresented employees climb the corporate ladder are disappearing, making internal promotions and professional growth far more challenging.

"For underrepresented talent, DEI rollbacks feel like a silent layoff. It tells Black, Latina, and women technologists, 'You're on your own,' eroding trust and pushing top talent to competitors who still value them." - Patrice Williams-Lindo, CEO, Career Nomad

The long-term consequences are concerning. Data from Revelio Labs shows that removing DEI roles will likely reduce workplace diversity for years. Companies that implemented written job tests for managerial positions saw a 4% to 10% decrease in the representation of white women, African American men and women, Hispanic men and women, and Asian American women in management over five years. These declines were particularly steep in organizations that introduced grievance systems without DEI oversight.

The absence of Chief Diversity Officers and dedicated DEI offices also weakens advocacy for marginalized employees. Without these roles, discriminatory practices are more likely to go unchecked, leaving underrepresented workers with limited recourse for unfair treatment.

"If being authentic feels risky, people will leave or never apply." - Tia Katz, CEO & Co-founder, Hu-X

As these support structures vanish, climbing the corporate ladder becomes increasingly difficult for diverse professionals. This shift risks undoing decades of progress toward workplace equity, limiting opportunities and career growth for underrepresented groups in an already competitive landscape.

How to Navigate the Changed Job Market

As DEI programs fade across corporate America, job seekers need to rethink their strategies to thrive in this evolving job market. The traditional pathways that once supported underrepresented candidates are narrowing, which means understanding hiring systems, building strong professional networks, and effectively using technology are now more critical than ever. The first step? Make sure your application tools are as sharp as the changing landscape demands.

Create ATS-Optimized Resumes and Applications

Did you know that 98.4% of Fortune 500 companies rely on Applicant Tracking Systems (ATS) to filter resumes before they even reach a human recruiter? With fewer DEI programs in place to advocate for diverse candidates, navigating these automated systems has become essential. In fact, 88% of employers admit they lose qualified candidates because their resumes aren’t ATS-friendly.

Here’s the deal: ATS systems often use keyword filters to sort applications, and 99.7% of recruiters rely on them. Jobscan's research shows that resumes containing the exact job title from the job listing are 10.6 times more likely to get an interview. This means aligning your resume with the language of the job posting is key.

Recruiters focus on specific criteria when reviewing applications, such as:

Skills (76.4%)
Education (59.7%)
Job titles (55.3%)
Certifications (50.6%)
Experience (44.3%)
Location (43.4%)

However, over-customizing your resume for every application can backfire. Corporate recruiter HeadlessHeadhunter explains:

"The vast majority of ATS on the market (we are talking like 95% of them) DO NOT DO THIS [rank by keywords]. Yes some AI companies’ ATS are structured this way and some of the more common ATS (such as Workday) have this feature, but it is not active (since that costs more money and companies don't like spending money on Recruiting)."

The solution? Strike a balance. Create 1-4 tailored resume versions for your main job categories and focus on submitting applications quickly. Stick to standard formatting: use headings like "Professional Summary" and "Work Experience", choose simple fonts like Arial or Calibri, and save your files in .docx format for maximum compatibility.

Platforms like Scale.jobs can simplify this process. Unlike ResumeGenius or Jobscan, which charge for basic features, Scale.jobs offers a free ATS-compliant resume builder. Their $9/month AI Assistant Pro plan helps you quickly generate multiple resume and cover letter versions, saving you time and effort.

Build Networks and Find Mentors Outside Companies

As corporate mentorship and networking programs shrink alongside DEI initiatives, building professional relationships independently has become essential. While this shift requires more effort, it also opens the door for creating authentic, long-lasting connections.

LinkedIn remains a vital tool for networking. Focus on connecting with professionals in your target industry rather than limiting yourself to specific companies. Join industry groups, engage in discussions, and share relevant content to showcase your expertise and build relationships before you need them.

Professional associations are another excellent resource. Groups like the National Society of Black Engineers, the Society of Women Engineers, or the Hispanic Professional Engineers Association provide opportunities for networking and mentorship outside the corporate sphere. Many of these organizations offer virtual events, making them accessible regardless of your location.

Don’t overlook alumni networks from your school or past employers. Reaching out to fellow graduates in your target industry can lead to informational interviews and valuable connections.

You might also consider reverse mentoring. For example, if you’re skilled in social media, offer to help a senior professional with their online presence in exchange for career advice or industry insights.

To keep your networking efforts organized, Scale.jobs includes dedicated tools in their free software package. These tools help you track connections and follow up systematically, ensuring your networking stays on track and productive.

Use Job Search Platforms for Better Results

In today’s competitive market, traditional job boards alone won’t cut it. You need platforms that combine multiple services to streamline your search and give you an edge. The best tools automate repetitive tasks, freeing up your time for networking and interview preparation.

Many platforms focus on one aspect of the job search - whether it’s resume building, job boards, or application tracking. This fragmented approach often forces job seekers to juggle multiple subscriptions, which can be both inefficient and costly.

Scale.jobs takes a different approach by addressing the entire job search process. Their platform includes a job board with over 2 million monthly postings, application tracking tools, and integrated AI features. What sets them apart from competitors like LazyApply or Simplify is their Human Assistant service. These trained virtual assistants manually handle job applications, ensuring they’re submitted effectively.

Their Basic plan costs $199 and covers 250 applications with one assistant, while the Standard plan at $299 includes 500 applications with two assistants. This human touch reduces the risks of relying solely on automated systems.

Scale.jobs also offers flat-fee pricing, avoiding the recurring monthly charges that many other platforms impose. For job seekers managing tight budgets or navigating visa requirements, this predictable pricing is a huge plus. Plus, their assistants can submit applications across corporate ATS systems, niche job boards, and company websites, maximizing your chances of landing an interview.

scale.jobs vs Other Job Search Platforms

scale.jobs

In a world where traditional tools often fall short, scale.jobs takes a fresh approach to job searching. As Diversity, Equity, and Inclusion (DEI) programs fade, job seekers are looking for platforms that guide them through every step of the process. While many platforms only address one part of the job search journey, scale.jobs offers an all-in-one solution that simplifies and supports the entire experience.

What Sets scale.jobs Apart

Most job search platforms focus on a single feature - like resume building, job boards, or automated applications. Scale.jobs changes the game by combining software, AI, and human assistance into one seamless service. For example, competitors like LazyApply emphasize automated applications, while Rezi.ai specializes in optimizing resumes. In contrast, scale.jobs covers every angle of the job search process.

Here’s why scale.jobs stands out:

Comprehensive Tools and Services: Offers free tools, AI-powered features, and a human-powered reverse recruiter service.
Human Assistance: Virtual assistants manage applications across multiple portals, minimizing the risk of being flagged as a bot.
Transparency: Provides real-time updates through WhatsApp, proof-of-work screenshots, and refunds for unused credits.
Flat-Fee Pricing: No recurring subscriptions - just one-time campaign bundles for cost-effective job search solutions.
Free Resources: Includes an ATS checker, cover letter generator, salary predictor, and interview question predictor at no additional cost.

Platform Comparison Chart

Platform	Free Tools	AI Features	Human Support	Monthly Cost	Key Limitation
scale.jobs	Yes (8 tools)	$9–$19/mo	Yes (flat-fee)	$0–$19	None
LazyApply	Limited	Yes	No	$49	Lacks human oversight
Rezi.ai	Basic only	Yes	No	$29	Focuses solely on resumes
Jobscan	Limited scans	Yes	No	$49.95	Only covers ATS optimization
Find My Profession	No	No	Yes	N/A	$2,399+ upfront cost, less flexible

This chart highlights why scale.jobs offers unmatched versatility. For instance, LazyApply may offer unlimited automated applications for $49 monthly, but it lacks the human oversight needed to avoid issues like bot flagging. Rezi.ai focuses exclusively on resume building for $29 per month, leaving out application and networking support. Jobscan is great for ATS optimization but charges $49.95 monthly for features that scale.jobs includes in its AI plan. Meanwhile, Find My Profession provides human assistance but at a hefty upfront cost of $2,399, with limited pricing flexibility.

Scale.jobs also offers tiered plans to suit different needs. Users can start with free tools and upgrade as necessary. For example, the Basic human assistant plan costs $199 and covers 250 applications with one dedicated assistant, while the Standard plan at $299 supports 500 applications with two assistants. This structure ensures job seekers get exactly what they need without overpaying - an especially helpful option for those who previously relied on DEI initiatives.

Benefits for Minority and Immigrant Job Seekers

As DEI programs diminish, platforms must evolve to meet the unique challenges faced by minority and immigrant job seekers. Scale.jobs steps up to fill this gap, offering features designed specifically for these groups.

Visa Support: For immigrants navigating H1B, F1, or other visa requirements, scale.jobs’ human assistants provide personalized guidance that automated tools simply can’t match.
Comprehensive ATS Optimization: Unlike Jobscan’s limited scans, scale.jobs provides thorough ATS checks, increasing resume visibility - especially crucial when internal advocates are unavailable.
Networking Tools: With corporate mentorship programs on the decline, scale.jobs helps users build professional connections outside traditional channels.
Real-Time Updates: WhatsApp notifications keep immigrant job seekers informed about their applications, accommodating different time zones and communication preferences.
Affordable Pricing: Flat-fee, one-time campaign bundles make scale.jobs a budget-friendly option, ideal for students or job seekers between positions.

Moving Forward in a Changed Job Market

The job market is evolving, especially as companies scale back their DEI programs. To stand out now, a fresh approach is essential. Many businesses are adopting structured interview processes, where every candidate answers the same set of questions. This shift highlights skills and transferable experience over specific backgrounds, creating opportunities for those who know how to position themselves effectively. Success in this environment requires both strategic preparation and smart use of modern tools.

Leverage technology to your advantage. Platforms like scale.jobs are stepping in to fill the gaps left by reduced DEI initiatives. By blending human oversight with AI-optimized resumes, scale.jobs ensures you can compete effectively, no matter your background.

Expanding your professional network is equally important. Explore specialized recruitment channels like OutProNet for LGBTQ+ professionals, Recruit Disability for individuals with disabilities, or TJobBank for diverse talent. These platforms often connect directly with employers who prioritize inclusive hiring, even in the absence of formal DEI programs.

For immigrant job seekers, navigating visa requirements adds another layer of complexity. Platforms like scale.jobs provide tailored guidance that goes beyond what typical automated tools can offer, helping you overcome these challenges with personalized support.

When applying, focus on skills and transferable experience to counteract potential bias. Employers are increasingly open to candidates who can demonstrate relevant abilities, even if their educational or professional background doesn’t align perfectly with traditional expectations. Use inclusive language in your applications and tailor your interview responses to the specific job requirements.

Transparency is another key to success. Tools like scale.jobs offer features like WhatsApp updates and proof-of-work screenshots, giving you greater visibility and control throughout the hiring process - something many other platforms lack.

Stay adaptable and confident. With the right tools and strategies, you can navigate this changing job market and seize new opportunities.

FAQs

How are job seekers from underrepresented groups affected by corporate DEI rollbacks?

Recent reductions in Diversity, Equity, and Inclusion (DEI) programs have deeply affected job seekers from underrepresented backgrounds. These cutbacks often translate to fewer hiring opportunities, limited pathways for career growth, and an increase in workplace challenges like bias or discrimination. For many, this creates an environment of lower morale and higher turnover rates among minority employees.

On top of that, scaling back DEI efforts disrupts talent pipelines and narrows opportunities for diverse candidates to grow into leadership roles. As a result, individuals from these groups face a job market that’s not only more competitive but also less welcoming. This makes it all the more crucial for job seekers to focus on strategies that boost their visibility and strengthen their position in the hiring process.

How can job seekers navigate increased hiring biases caused by cuts to DEI initiatives?

Job seekers can tackle hiring biases by adopting approaches that put their skills and qualifications front and center. Start by tailoring your resume and cover letter to highlight specific, measurable achievements and the key abilities that match the job description. Using structured interviews and skills-based applications can also help emphasize your capabilities while minimizing the impact of stereotypes.

Another powerful approach is networking. Building authentic relationships within your industry can help you sidestep biases and uncover new opportunities. Stay proactive by using platforms like scale.jobs, which offer ATS-friendly resume templates, AI-driven tools, and support from human assistants to make your application stand out in today’s competitive job market.

Why should job seekers prioritize creating ATS-friendly resumes in today’s job market?

In today’s job market, standing out is tougher than ever, and crafting an ATS-friendly resume has become a must. Why? Because most large companies, including nearly all Fortune 500 organizations, rely on Applicant Tracking Systems (ATS) to manage the flood of applications they receive. These systems are designed to filter, rank, and sort resumes based on specific keywords and formatting.

If your resume isn’t tailored for ATS, it might never even reach a recruiter - even if you’re highly qualified. By optimizing your resume to align with ATS criteria, you boost your chances of getting noticed and moving forward in the hiring process. With the volume of job applications climbing, using the right strategies to get through the initial filter is more important than ever.