Despite Trump, DEI Is A Must In An Unjust World

On his first day as US President the second time, Donald Trump signed an executive order to eliminate Diversity, Equity, and Inclusion programmes across the federal government. This move drew loud applause from his supporters, who hailed it as a defence of traditional values, and sharp criticism from advocates, who viewed it as a step backwards for equality. His decision sent a powerful message: DEI was not only unnecessary in his eyes, but emblematic of a perceived cultural overreach.

The backlash against DEI is now spilling over into the corporate world. As companies confront mounting criticism under the guise of “anti-wokeism”, the stakes have never been higher. Businesses are being forced to decide whether to double down on inclusivity or retreat to avoid political and cultural friction. This debate is no longer confined to the United States. Its ripple effects are being felt worldwide, including in India, where conversations about inclusion often exist more in theory than practice.

Political rhetoric and ideological pushbacks may seek to dismiss DEI as “woke overreach", but its essence lies far beyond fleeting controversies. DEI represents the foundation of a fair and innovative society, where opportunities are not dictated by privilege but by potential. While policy shifts like those under Donald Trump may momentarily embolden resistance, they cannot erase the undeniable benefits of inclusivity, which are backed by decades of research and real-world outcomes.

Despite the noise, DEI is not a passing trend or a Western ideal forced on global businesses. It is a culmination of decades of hard-fought battles for justice and fairness. From the civil rights movements of the 1960s to feminist and LGBTQ+ advocacy, DEI represents the effort to right historical wrongs and ensure equal opportunities for all. These principles are deeply embedded in Indian civilisational values. The ethos of Vasudhaiva Kutumbakam—the world is one family—has long celebrated diversity and inclusion as core to societal harmony. Yet, corporate India has been slow to adopt this philosophy in meaningful ways, and murmurs of resistance persist.

For a country with a young demographic, this complacency is risky. Millennials and Gen Z, who now dominate the workforce and consumer base, view inclusivity as non-negotiable. They want workplaces and brands that reflect fairness, representation, and purpose. This generation is not interested in tokenism or optics; they demand structural change. DEI, far from being a distraction, is the framework that can transform this potential into a competitive advantage.

Research consistently shows that diverse teams outperform homogenous ones. Companies with inclusive cultures drive richer perspectives, stronger innovation, and better decision-making. Yet, many businesses remain hesitant. Trump’s rhetoric and the larger backlash against DEI have emboldened critics, who dismiss these initiatives as “woke” and accuse them of prioritising identity politics over merit. The term “wokeism” has been weaponised to discredit awareness of systemic inequities, reducing efforts to address real issues to hollow political debates.

Social blisters—rooted in polarised narratives and resistance to change—are inevitable in the journey toward equity. But history has shown us that progress often emerges from discomfort. Every movement for justice—whether civil rights, gender equality, or LGBTQ+ rights—has faced fierce resistance. Over time, however, these struggles redefined societal norms, demonstrating that progress is inevitable, even when met with political opposition. DEI, too, is at a crossroads. Companies that shy away from it risk losing relevance in a rapidly changing world. On the other hand, those that embrace it stand to create lasting impact—not just for their organisations but for society at large.

The argument that DEI dilutes merit is fundamentally flawed. It is not about lowering standards but ensuring that opportunities are available to those who have been systematically excluded. In India, this means breaking down barriers related to caste, gender, religion, and socio-economic status. These divides are not merely moral concerns; they are obstacles to innovation, productivity, and growth. Businesses that address them create environments where talent thrives—not because of identity but because structural hurdles are removed.

Trump’s opposition to DEI and the broader backlash it symbolises reflect a deeper ideological clash: progress versus preservation. Some businesses may feel tempted to scale back their DEI efforts to avoid political scrutiny or consumer backlash. Others will see this as an opportunity to lead with purpose and integrity. The choice is clear. Capitulating to short-term pressures may offer temporary relief but will undermine long-term sustainability.

Indian businesses, in particular, have a unique responsibility. Our demographic dividend will only remain an asset if we harness it through fairness and inclusion. Otherwise, this dividend risks becoming a disaster of unmet expectations and wasted potential. The cultural and economic diversity of India is one of its greatest strengths. Companies that recognise this and actively work to reflect it in their leadership, workforce, and policies will not only survive but thrive in the years to come.

Despite the backlash, the principles of diversity, equity, and inclusion are non-negotiable in an unjust world. The question is whether businesses have the courage to lead this change—or whether they will let resistance define their legacy.

The fight for DEI is not just about moral high ground or shareholder value; it is about shaping the future of work, future of society, and future of humanity itself. Businesses must recognise that the world’s injustices cannot be ignored or excused, even when leaders of influence question the value of inclusivity.

The question is not whether DEI can withstand the current backlash—it undoubtedly will. The question is whether businesses will rise to the occasion, leading with integrity and purpose, or cower in the face of resistance.

Dr. Srinath Sridharan is a policy researcher and corporate advisor.

Diclaimer: The views expressed here are those of the author, and do not necessarily represent the views of NDTV Profit or its editorial team.