The Dismantling of DEI and Its Impact on the Printing Industry

The recent executive actions by the Trump Administration to dismantle diversity, equity, and inclusion (DEI) initiatives have implications for the printing industry. In a new article on the Women in Print Alliance website, Lisbeth Lyons Black interviews Adriane Harrison, VP of Human Relations consulting at PRINTING United Alliance, about these impacts.

Adriane Harrison

While the executive order does not outright ban diversity-focused hiring practices, it places DEI programs under increased scrutiny, which has led some large corporations to scale back or eliminate their DEI programs.

Despite these challenges, printing companies can still work toward diversity without violating the principles outlined in the new administration’s policies, Harrison notes. The key is to focus on broadening the applicant pool rather than enforcing race- or gender-based quotas. Companies can do this by expanding their recruitment outreach to include a variety of community organizations. Additionally, using digital tools and social media advertising can help reach a broader audience, ensuring that job openings are visible to candidates from different backgrounds.

Mentorship programs also offer a way for printing companies to maintain an inclusive workplace, Harrison points out. Creating structured mentoring initiatives allows new hires, particularly those from underrepresented groups, to integrate into the company culture, develop skills, and access career growth opportunities. These mentorship programs help level the playing field by providing support and guidance that can increase employee retention and engagement.

For companies looking to attract more women into the printing workforce, event sponsorship is an effective strategy, says Harrison, who is also a Professional Advisor to the Women in Print Alliance. Sponsoring community events, such as breast cancer awareness runs, fundraisers, children’s activities, and animal rescue events, provides an opportunity to connect with women who may be interested in careers in the printing industry. Encouraging female employees to represent the company at these events can further strengthen outreach efforts and demonstrate a commitment to inclusivity without directly implementing DEI-specific mandates.

Retention efforts remain critical for maintaining workplace diversity, notes Harrison. Ensuring that all employees have access to skill-building opportunities, taking harassment and discrimination claims seriously, and conducting company-wide anti-harassment training can help foster a welcoming and supportive environment. While the future of formal DEI programs is uncertain, the fundamental goal of attracting and retaining a diverse workforce remains achievable through thoughtful and legally sound strategies.

For a much deeper perspective and additional suggestions, read the full article here.