Donald Trump’s recent executive order aimed at dismantling diversity, equity, and inclusion (DEI) initiatives is causing a stir among international companies, especially those operating in the U.S. While some firms have adjusted their DEI policies in response, many are quietly maintaining their commitments to diversity efforts globally.
Companies like Roche Holding AG and Nissan Motor Co. have scaled back their DEI initiatives in the U.S. Roche, however, has stated it will not alter its inclusion efforts in other regions. Similarly, Nissan has kept its international websites unchanged. Volvo AB has taken a firm stance, emphasizing that its hiring practices focus on merit rather than quotas, while continuing its tecHER program to support women in the workforce.
This shift in the corporate landscape comes after Trump signed an executive order titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity” on January 20, 2025. The order has created uncertainty for American companies regarding what constitutes “illegal DEI” practices. Although federal agencies and their contractors are required to comply, the exact implications of the order remain vague.
Outside the U.S., companies must also comply with international diversity regulations, which are often mandatory. For instance, in the UK and EU, businesses are required to meet specific diversity targets, including gender representation on boards and addressing gender pay gaps. In Japan, publicly listed companies are expected to promote women to 30% of director roles by 2030.
Despite the pressure to conform to Trump’s directive, many companies are reluctant to abandon their DEI initiatives, particularly those with significant international operations. Over 15 U.S. companies have already adjusted their language on diversity in annual reports, and European firms are increasingly avoiding the topic in earnings calls.
Zamena Ladak, a senior vice president at Assemble HR Consulting, noted that companies are trying to adapt while still aiming for inclusive workplaces. Many firms are under pressure from both legal advisors and employees to find a balance in their DEI strategies.
Supporters of DEI initiatives argue that these programs are essential for business success and innovation. Research shows that companies with diverse teams are more likely to innovate. However, many organizations still struggle to achieve representative workforces, and some DEI programs have inadvertently led to less diversity.
In the face of uncertainty, companies are cautious. For example, Sumitomo Mitsui Financial Group has removed DEI references from its U.S. sites but kept its international content intact. UBS has also reaffirmed its commitment to DEI, despite changing its sustainability reports to omit specific DEI language.
In sectors like fashion and pharmaceuticals, many companies are maintaining their focus on DEI. Adidas, H&M, and Ikea have all stated their commitment to diversity remains unchanged. Similarly, pharmaceutical companies are emphasizing the importance of diverse participation in clinical trials.
However, the outlook is mixed in other sectors. Consulting firms like McKinsey & Co. and Deloitte are carefully balancing their DEI commitments with local laws, while Accenture has moved to eliminate its global DEI policies.
As companies adjust to the new landscape, the global approach to DEI is becoming more varied. Some firms are shifting their focus to comply with legal requirements while still striving for diversity. The situation remains fluid, and many companies are watching closely to see how the political landscape evolves in the coming months.