Across the healthcare industry, health systems are reassessing how they communicate and structure diversity, equity, and inclusion (DEI) initiatives amid increased political and legal scrutiny. While some organizations are adjusting language, titles, and reporting structures, many leaders emphasize that the core mission behind DEI work remains unchanged.
Shifting Language, Not Values
As DEI initiatives face heightened attention from the current administration, some healthcare organizations are opting to remove or revise explicit DEI language in public-facing materials. Annual reports, leadership titles, and departmental names are being reworked, not necessarily to abandon inclusion efforts, but to reduce political and legal risk.
“The names can change, but the sentiment remains the same,” is a recurring theme across health systems. Many organizations stress that while terminology may evolve, their commitment to fairness, belonging, and respectful workplace culture continues.
Mayo Clinic’s “Office of Belonging”
One notable example is Mayo Clinic, which renamed its DEI office to the Office of Belonging. The shift reflects a broader trend toward reframing DEI work around shared values such as connection, respect, and inclusion, concepts that resonate across political and cultural lines while still supporting the same foundational goals.
Leadership Title Changes Across Health Systems
Several major healthcare systems have adjusted leadership titles while keeping responsibilities intact.
At Houston Methodist in Texas, Arianne Dowdell’s title changed from Chief DEI Officer to Chief Culture and Engagement Officer. According to a spokesperson, neither her job description nor her team changed.
“Recently, DEI has taken on a new meaning, and we need to rise above that noise and move forward,” the spokesperson said. “To do this, we changed the name of our program to better reflect our mission. Our mission is not changing.”
Similarly, HCA Healthcare, based in Nashville, removed a “diversity, equity and inclusion” section from its 2023 annual report. The previous report outlined commitments to inclusive culture, diverse hiring, employee resource groups, and an executive DEI council. In its place, HCA introduced a “culture and values” section tied to a newly renamed team focused on fostering compassion and respect. The organization also changed Sherri Neal’s title from Chief Diversity Officer to Chief Culture and Values Officer.
Tactical Adjustments in a Complex Landscape
According to Miriam Wrobel, who leads FTI Consulting’s environmental, social, governance, and sustainability practice, these changes are largely strategic rather than philosophical.
“We’re not seeing a lot of companies say that what they were doing before they no longer believe in,” Wrobel said. “We’re not seeing an abrupt change in philosophy. What we’re seeing is some tactical changes for the most part aimed at decreasing that political and legal risk.”
The Bottom Line
While DEI language may be evolving, many healthcare organizations continue to affirm the importance of inclusive cultures, equitable opportunities, and belonging for both employees and patients. As health systems navigate compliance and public scrutiny, the focus appears to be on adapting how the work is presented, without abandoning why the work matters.
In a field built on trust, compassion, and patient-centered care, the principles behind DEI remain deeply connected to healthcare’s core mission—even if the terminology looks different in 2026.