Since WERC reported on worldwide trends around diversity, equity, and inclusion (DEI) efforts in the workplace last fall, U.S. policy around the subject has changed notably. Following executive orders and policy changes from the Trump administration, many companies are evaluating their DEI programs and taking a variety of approaches, from scaling back efforts to softening related language, according to The New York Times. The administration is also focused on international businesses that have contracts with the U.S. government, requesting these organizations drop DEI initiatives, as noted by The Associated Press.
Amid this backdrop, public opinion appears to be split within the United States on the issue of DEI in the workplace. An NBC News survey, conducted in March by Hart Research Associates and Public Opinion Strategies, found that 49% of registered voters said DEI efforts should be ended in the workplace “because they create divisions and inefficiencies ... by putting too much emphasis on race and other social factors over merit, skills, and experience.” Meanwhile, 48% of respondents said DEI programs should be preserved “because diverse perspectives reflect our country, create innovative ideas and solutions, encourage unity, and make our workplaces fair and inclusive.”
In light of these trends, below is a brief look at DEI in the workplace in a few other countries around the world.
DEI in Japan Remains Largely Unchanged
As some companies in the U.S. pull back or restructure their DEI efforts, businesses in Japan are largely staying the course, according to a story from Reuters. Over 75% of Japanese companies have no plans to pull back from promoting workplace diversity. Just 3% are reviewing or considering reviewing DEI programs, while 20% of companies had no plan to promote diversity in the first place.
EU Responds to U.S. Inquiries
Organizations in the EU, too, plan to continue their DEI workplace efforts. Reacting to a request from the U.S. State Department for companies to drop DEI policies, ministers from France and Belgium pushed back, Politico Europe reports.
“It is out of the question that we will prevent our business from promoting additional social progress [and] social rights,” said French Minister for Gender Equality Aurore Bergé in an interview. Said Belgian Deputy Prime Minister Jan Jambon, “We have a culture of nondiscrimination in Europe, and we must continue that.”
Australia Shows a Tight Debate
In February, a meeting of finance, investment, and corporate leaders failed to agree on diversity reporting guidelines for companies listed on the Australian Securities Exchange, The Australian reports.
The diversity debate, which has pitted Australia’s $4 trillion superannuation industry against veteran company directors and shareholder groups, was played out at the meeting of the ASX Corporate Governance Council, where a split emerged among its 19 members over the urgency of implementing mandatory reporting.
Progress in Canada, With Work Needed
A report from the Canadian arm of KPMG revealed 86% of surveyed Black Canadians said their employer has created a more equitable and inclusive workplace for Black employees in the past five years, according to the Financial Post. Still, more than three-fourths of those surveyed said they experienced microaggressions, discrimination, or acts of racism at work over the past year.
Changes in Reporting From LEGO in Denmark
The Guardian reports that Denmark’s LEGO Group has cut diversity terminology from its annual sustainability report. LEGO’s 2024 sustainability statement contains no mention of terms such as diversity, LGBTQ+, and people of color, all of which appeared the previous year.
The latest report does discuss gender breakdown at the director level and outlines a target split for 2025 of 57% male and 43% female, building on 2024 levels of 57.9% and 41.9%, respectively. For the first time, the report also makes a point of saying “appointments are made on merit.”
What Cartus’ New Survey Says About DEI and Mobility
Cartus’ U.S. and Canada Domestic Mobility Survey 2025 focuses on areas such as move volume and activity, flexible relocation strategies, cost management, and DEI. Top priorities include improving the employee experience, while key challenges center around meeting relocating employees’ expectations and achieving a more flexible approach to mobility.
When asked where respondents stand when it comes to aligning relocation with their organization’s DEI priorities, 39% said their companies are making progress, and 14% identified themselves as leaders in this space. Still, 16% said they were just getting started, while 31% were unsure or answered with “not applicable.”
Turbulent Times Met With Motivation for Success
Though some organizations’ DEI efforts are under review or in flux, others—domestic and international—are not significantly changing their direction. While challenges remain, companies are still motivated by success, knowing that a diverse workforce offers an array of skills and experiences that can enhance their organization’s outlook.