As we enter 2025, the state of diversity, equity and inclusion (DE&I) is at a crossroads. The lead up to Trump’s inauguration saw global companies such as Meta and Amazon roll back on DE&I policies, and Trump himself dismantle DE&I within his government as one of his first moves in office. This rapidly shifting landscape presents both challenges and opportunities. But what do these changes mean for DE&I globally as well as the broader societal progress we have fought to achieve?

Reflecting on the Global Landscape

The current societal backdrop adds complexity to the DE&I conversation. As we have seen, many governments across the world have shifted to the right, reflecting the growing backlash against progressive gains made over the last few years. And the shift can be found in places wider than the political sphere. The abortion rollback in the US and the global return of rigid beauty standards, amplified by the “Ozempic crisis” and the resurgence of ultra-thin ideals for women both serve as a stark reminder of how progress can regress. Similarly, the post-#MeToo era’s challenges reveal the cyclical nature of societal attitudes. The change in global temperature with regard to social issues and the so called “anti-woke” agenda can be summed up by the growing influence of the ultra-wealthy and the lines that are being increasingly blurred between democratic process and unprecedented personal influence in Western politics. DE&I has been harnessed by the right as a scapegoat in various recent - and unfounded - claims (see Musk’s comments regarding the California wildfires as well as Donald Trump Jr on a Boeing malfunction last year). The nature of the fast-moving social media newscape, must be monitored carefully and a concerted effort made to appeal to reason and logic in retaliation.

With these narrative shifts, many organisations have begun to row back on their DE&I efforts. In a headline grabbing move earlier this week, Meta (home of Facebook and Instagram) announced, among other structural and policy changes, that it was reversing DE&I hiring processes and dismantling its DE&I teams. This is a huge blow to the progress made in an organisation with such reach and influence the world over. It also signals that big businesses are strongly influenced by the new US president’s rhetoric. Meta should not be singled out however. They are not the first organisations to respond to the change in cultural attitudes in the US and we suspect they will not be the last. It would be unwise to underplay the implications of this announcement. It signals that big business, or at least big tech, is re-aligning its values with the current administration and moving away from what we know that many of its employees and customers actually prioritise themselves.

So, what do we do in the face of these challenges? How do we hold the line of progress and keep a light on the reasons why we started this work, reaffirming our commitment to a more equitable future?

Staying Steady Through the Backlash

In challenging times, it is crucial to remain steadfast. The backlash against DE&I is not new, but its resurgence underscores the need to stay grounded in our purpose. Continuing to advocate for the reality that diversity and inclusion impacts us all is crucial. While the narrative may have been hi-jacked to appear that DE&I elevates some over others, we must remind our audiences that in fact, the opposite is true. We all come from different socio-economic backgrounds, cultures and contexts and everyone lives with multiple identities, priorities and societal roles. DE&I, when implemented correctly and imbedded in an organisation rather than superficially applied, supports the inclusion of all rather than the elevation of a certain group based on a pre-constructed diversity marker.

With this in mind, building the narrative for inclusion can be guided by two arguments:

It makes business sense

Decades of data show that diverse and inclusive workplaces perform better. Presenting this case calmly and factually is vital to navigating resistance. There have been several empirical studies published by organisations such as McKinsey & Company, Boston Consulting Group, Deloitte and PwC to name a few that help present this argument. Key points include:

• Evidence for improved financial performance from companies with ethnically and culturally diverse executive teams
• Diverse management teams report higher revenue due to innovation
• Evidence to show cognitive diversity contributing to improved problem solving and risk assessment
• Inclusive cultures out perform on financial targets and are more likely to retain top talent
• Diverse leadership more likely to capture new markets
• Management of reputational risk improved in culturally diverse organisations
• Inclusive workplaces outperform and generate higher profitability due to employee engagement and reduced turnover
• Resilience and adaptability in organisations that prioritise DE&I was found to be higher during the COVID-19 pandemic.

It’s the right thing to do

Social equity and fairness are fundamental principles that should never be compromised. When people feel uncertain, they often retreat into familiar behaviours, closing ranks and rejecting new ideas. This is evident in the rise of anti-trans rhetoric, Islamophobia, and unconscious bias resurfacing in workplaces. These moments call for rational, evidence-based advocacy. Studies consistently demonstrate that DE&I drives innovation, improves decision-making, and strengthens financial performance. These are truths we must articulate clearly and repeatedly.

The Outlook in Asia

While the news cycle may be consumed with backslides in the West, the narrative in Asia is much steadier. In many instances, we have started to see Asia making strides while the US retreats in DE&I policy and approach, with significant gains made to gender representation at senior levels for example and societal advances when it comes to LGBTQ+ inclusion. Asia is a pivotal region for the global economy and the vastly diverse landscape demands attention. Western notions of power and privilege are playing a reduced role in many markets and the inherently Asian desire for harmony and collectivism strengthens the case for inclusion.

Holding Steady in the Cycle

DE&I’s journey has never been linear. History tells us that progress often comes in waves. At this moment, our role is to hold onto the gains we have made, even as societal headwinds push back. Small, consistent actions and rational engagement can sustain momentum. Speaking across divides with empathy and bringing others along the journey is how we prepare for the next wave of change.

The Role of NGOs and Business Leaders

For NGOs, the backlash is particularly acute, often manifesting in reduced funding. Yet, this is precisely when our work is most needed. Business leaders and advocates alike must remember the dual mandate of DE&I: championing equity because it is just and demonstrating its tangible value to organisations and society.

The winds of change will come again and DE&I will continue to evolve. Regardless of the current attempts to dismantle, talent engagement, employee retention policies and innovation will not disappear from organisations. It is important to know what to let go of; whether that be certain terms that can trigger backlash in return for ensuring that the concepts are fully integrated into business plans. Clients, employees and investors will continue to come from diverse backgrounds and life experiences and businesses cannot ignore this. In the meantime, staying steadfast, empathetic and data-driven is how we navigate this cycle. By doing so, we not only hold the line but also lay the groundwork for the next chapter of progress.