The legal industry’s diversity, equity, and inclusion (DEI) professionals are facing a tougher employment landscape in 2025, as political scrutiny under the second Trump administration has led to fewer openings and heightened competition. While some large firms still have DEI roles posted, most current opportunities are backfills rather than newly created positions.
Some firms are becoming more discreet in their hiring approaches to avoid drawing political attention. As Calibrate’s Managing Director Haley Revel explained:
“We’ve posted for our clients in that way because maybe there’s a hesitation that they are not looking to put their names out there and put a target on their backs.”
In certain cases, firms have rebranded DEI titles or merged them into human resources functions to soften their visibility. Roles tied to demographic data are especially vulnerable. Revel warned:
“If anything, we may see a shrinking of opportunities, from the coordinator level of someone who was going to help from an EEO standpoint with surveys, all the way up to the chief level. A lot of that has shifted, and there’s a lower volume of roles.”
Despite the contraction, recruiters believe many professionals will adapt by leveraging their transferable skills. As Revel noted:
“There will be a shrinking of the opportunities for people to do DEI-specific work, but there won’t be a shrinking of the individuals. … People with really transferable skills can step into existing roles within firms or find other talent opportunities inside or outside the industry.”
Overall, while DEI positions in law firms remain, they are increasingly concealed, redefined, or repurposed—leaving professionals to navigate a market where opportunities are more limited, but adaptability and skill versatility are key to remaining competitive.
