May 2, 2025 – As political tides shift across the globe, organisations of all sizes and across all sectors are facing growing pressure to rethink their approaches to diversity, equity and inclusion (DEI). At a recent DEI peer learning session hosted by the UN Global Compact NL, Blueyse CEO Julie Hemels-Hoff and COO Erika Harriford-McLaren, facilitated discussions with 20 participants from multinational, regional and local companies. Together, they explored what’s changing in the DEI landscape and what’s at stake for organizations moving forward.
DEI is being tested, not just as a moral or social imperative, but also as a critical business function. With executive orders reshaping U.S. federal diversity programmes and growing scrutiny across Europe, organizations are now facing a complex new reality: how to stay true to inclusive values while navigating an increasingly divided global landscape.
Political landscapes are becoming more volatile and polarised across the globe – socially, economically and environmentally. This includes debates around the role DEI should play in business and society. A proposed 2025 executive order from the U.S. Trump administration has begun to dismantle federal DEI programmes, mandates and funding for government agencies and contractors. While not directly targeting European businesses, the actions have created a chilling effect, forcing many organizations to reassess their DEI commitments and funding amid the heightened scrutiny.
Navigating the uncertainty around DEI
Although the predominant calls to shift from DEI to “merit-based” approaches began in the U.S., the effects are quickly rippling outward, with some European companies already softening or eliminating inclusive initiatives and vocabulary to avoid political scrutiny and shareholder backlash. Organizations are adopting a more cautious tone and closely monitoring policy and legal developments. In the Netherlands, recently proposed budget cuts to international development and to NGO funding by the government have signaled a turn to a more national interest “Netherlands first” approach, with less support earmarked for wider gender equity, LGBTQI+ rights, and access to education.
For the global organisations participating in the session, these trends have become more than headlines. They represent the daily struggles they face as they try to navigate their values and inclusive commitments against a rising wave of anti-DEI actions. These shifts are creating uncertainty for organisations that operate globally but who must also remain sensitive to local political and legal realities.
Key Takeaways
- Global vs local: Many organisations find themselves navigating tensions between global DEI goals and local political realities, especially amid U.S. policy shifts and uncertainty in the Netherlands. Clearer guidance and support from national governments and leadership teams could help reduce ambiguity and strengthen internal alignment.
- Leadership support and allies: Although some companies reported strong executive backing, others saw the broader principles of DEI losing visibility and traction, especially in male-dominated sectors. Participants emphasised the need for leadership education, consistent support and communication, and finding active allies from those with institutional power.
- Language, bias, and resistance: The use of DEI terminology has itself become controversial, with some companies rebranding and using alternative messaging to create a buffer against resistance, while some viewed this as compromising core values. Regardless of word choice, there was consensus that the underlying issues around DEI remain: a lack of psychological safety, an erosion of trust, and growing uncertainty among employees about whether their workplaces are truly inclusive—or simply performative.
- Psychological safety and culture: The increasing need to protect psychological safety was paramount for participants. Some saw increases in anxiety, fewer sharing of employee voice, and an increased concern over retention rates and leadership development. There was a call for more cultural accountability, an increase in integrated support systems and safe spaces and organizational-wide commitments to drive authentic systemic change.
About the UN Global Compact DEI Peer Learning Group
The Diversity, Equity & Inclusion (DEI) Peer Learning Group is a global community facilitated by the UN Global Compact, where companies exchange insights, challenges, and promising practices in advancing inclusive business. It provides a safe space for companies to share their best practices and challenges on critical sustainability issues with like-minded professionals, while gaining access to industry experts and unique networking opportunities.
The group brings together practitioners across industries who are committed to embedding DEI in meaningful and measurable ways, offering a confidential space to discuss strategy, policy, and the personal realities behind corporate change.