The landscape shifted
North Carolina's labor policy changed in January 2026 when Labor Commissioner Luke Farley removed DEI metrics from state employee evaluations. The department now evaluates staff "based solely on merit" - a phrase that sounds neutral but arrives amid broader anti-DEI efforts.
The timing is notable. The same month, Site Selection magazine ranked North Carolina #1 for workforce development, citing employer training partnerships and the NCcareers platform's 90% user growth.
The contradiction is real: workforce development is surging while formal diversity frameworks are being dismantled.
What this means in practice
For job seekers, particularly those from underrepresented backgrounds, the challenge is evaluating culture without the usual signals. Company DEI statements were always unreliable - now they're disappearing entirely.
The data points matter here. Black unemployment sits at 7.5% versus 4.4% overall. Black workers are overrepresented in entry-level and logistics roles facing AI displacement. Meanwhile, 57% of U.S. businesses still link executive compensation to inclusion goals, per Willis Towers Watson.
North Carolina's 90+ data centers bring tech jobs - they also bring environmental impacts that disproportionately affect marginalized communities.
What to actually evaluate
Focus on systems, not statements:
Leadership patterns. Who gets promoted? Track career paths on LinkedIn. Representation at director level and above tells you more than any diversity page.
Manager behavior. Ask how performance reviews work. Request examples of employee development. Organizations with trained managers tend to have consistent experiences. Those without don't.
Compensation transparency. How are pay decisions made? Companies that explain their framework usually have one.
Interview process quality. Were communications clear? Did interviewers seem prepared? Poor hiring processes predict poor management.
The trade-offs are obvious
Without formal DEI frameworks, fairness depends entirely on leadership culture. Some organizations will maintain equity through strong management practices. Others won't.
The NAACP argues intentional diversity efforts strengthen companies long-term. State officials counter that culture-building matters more than policy labels.
Both might be right. The real question: can you tell the difference before accepting an offer?
Worth noting
Employee resource groups still exist at many companies. Ask about their funding, executive sponsorship, and actual influence. Groups with budgets and leadership access matter. Those without are performative.
In a "fragile" workforce environment with stalled engagement, how companies signal fairness - formally or informally - increasingly drives hiring decisions. You're not looking for perfect. You're looking for honest.