Eight Democratic-led states can continue to pursue claims against the Department of Education for overstepping its authority in canceling DEI-related teacher-training grants, according to a ruling last week from US District Judge Angel Kelley. While the Supreme Court previously allowed the Trump administration to end the grants, Judge Kelley determined that her court could still hear the states' challenge regarding the legality of the policy. Although the judge stated that she could not reinstate the grants herself, affected organizations may seek damages through the Court of Federal Claims if the states prevail.

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European companies and investors are largely maintaining their commitment to diversity, equity and inclusion initiatives, despite recent US policy shifts under US President Donald Trump that seek to eliminate DEI programs. While a few Europe-based multinationals with significant US exposure, like GSK, Haleon and Smith & Nephew, have removed DEI metrics from executive compensation, most European businesses have not made substantial changes to their DEI policies. Experts note that DEI is deeply embedded in European corporate governance, and responsible investors expect meaningful progress rather than mere compliance.

Europe's response highlights a fundamental reality: for global executives, this is not a choice between two models -- it is a dual-compliance reality. The ability to uphold consistent standards across jurisdictions is now a test of leadership credibility and organizational strength.

DEI remains a strategic asset that drives performance, innovation and long-term growth. Companies that maintain inclusive practices aligned to European governance standards demonstrate resilience in volatile markets, signal integrity to investors and attract the next generation of global talent.

The strongest leaders will align business operations with enduring global values rather than political cycles. In an environment where market trust and competitiveness depend on inclusion, DEI is not an agenda to defend -- it is an advantage to scale.

--BRIDGE CEO Sheryl Daija

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Disney has omitted the terms "diversity," "DEI" and "D&I" from its annual report for the first time since 2019, reflecting a broader corporate trend amid the political climate under President Donald Trump's second term. Instead, Disney is using terms like "inclusion" and "belonging," as demonstrated by the introduction of "Global Belonging Week." This shift aligns with a report from Gravity Research indicating a 98% decrease in the use of "DEI" by companies in 2025.

A contentious debate over how to define "gender" is overshadowing discussions at COP30, where conservative states -- including Argentina, Egypt, Iran, Paraguay, Russia and Saudi Arabia -- argue that gender must be equated with "biological sex," a stance that would exclude transgender and nonbinary people from gender climate action plans and reverse progress on inclusive UN language. Representatives from Canada, the EU and Norway are pushing for broader, intersectional definitions that recognize diverse gender identities, but encountering resistance that could impede effective negotiations on integrating gender considerations into climate policy.

Business leaders should stop talking about diversity, equity and inclusion, but still do the work to make sure they're hiring people with the right skills and talent to grow their companies, regardless of their background, says Quinn Slaughter, the owner of HR consulting business Total Solutions. "The reality is you're going to have diversity in your organization when you hire the right people and the best people to do the role. It's impossible not to. So we don't need to focus on the words and the actual acronym, but focus on doing the right things," Quinn says.

Attorneys at a recent American Bar Association event urged employers to maintain diversity, equity and inclusion initiatives despite the Trump administration's intent to target "unlawful DEI." "Unlawful DEI was unlawful in 2024, and it is still unlawful in 2025. It was never lawful to hire somebody on the basis of race under Title VII," says Tobias Spruill, director and head of North American employment law and employee benefits at LinkedIn.