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A Bit of Timing Turmoil The SEC’s action comes as the agency and companies face the brunt of the 2025 annual shareholder proxy season, and as more American corporations are currently scurrying to drop or rein in diversity, equity and inclusion (DEI) initiatives to be in line with Trump’s Executive Order 14173, “ Ending Radical and Wasteful Government DEI Programs ,” and a follow-up administration memo, “ Ending Illegal DEI and DEIA Discrimination and Preferences .”

While it may seem like a tall order to combine adaptability, cultural resonance and technical expertise, the right mix of people can set an organization up for success.

“I’ve progressed in my career at Patagonia,” she said, “and it has absolutely been foundational to having this program and being able to raise my children and take them on the road with me as needed in order to be able to successfully do my job.”

Julie Stich, the vice president of content at the International Foundation of Employee Benefit Plans (IFEBP), advised a focus on plan design, including: ;Cost-sharing requirements;; ;Incentives for using generic drugs or mail-order services for maintenance prescriptions; and,; ;Effective step therapies beginning with lower-cost treatments.; “There needs to be a balance between what employees need to ensure the most effective care possible while controlling spend,” she said.

“Important details to cover include whether pharmacy benefits are part of the medical plan or carved out; which pharmacies are in network; generic vs. brand-name pricing; and whether mail order is available, or mandatory, for any prescriptions.”

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The reaction of many organizations to recent government orders seems to suggest a waffling commitment to equity.

Employers are not permitted to reduce the wages of any employee in order to comply with the law.

If a majority of the Supreme Court decides that the individual mandate is no longer supported, the Court would be required to hold that the coverage mandate is unconstitutional, in order to avoid overruling prior precedent, Christina said.

“I absolutely believe that managers were forcing higher merit increases, regardless of performance, in order to keep up with wage inflation and to keep talent.”