As some multinational companies drop DE&I initiatives, Germany grapples with fostering inclusion in an increasingly polarized political climate
In 2025, the global landscape of Diversity, Equity, and Inclusion (DE&I) is marked by growing polarization. While companies like Apple, Siemens, and Deutsche Bank remain committed to inclusion, global giants such as Meta, McDonald's, Amazon, and Disney are stepping back from their DE&I programs. This shift is driven by a conservative wave that views diversity and inclusion as unnecessary or even harmful, fueled by figures like Donald Trump and Elon Musk.
The Global Backslide: Companies Walking Away from DE&I
Take Meta, for example. In January 2025, the company announced it was disbanding its DE&I team, scrapping equity and inclusion programs, and overhauling its hiring practices. In an internal memo obtained by CNN, Meta’s VP of Human Resources, Janelle Gale, cited changes in the U.S. legal and political landscape as the reason for the move. Amazon and Disney followed suit, while McDonald's faced backlash for scaling back its inclusion policies.
This trend is alarming. A 2023 study by McKinsey & Company (2023) found that companies with diverse and inclusive teams are 35% more likely to outperform their peers financially. Moreover, ethnic and cultural diversity in leadership is directly linked to greater innovation and resilience in competitive markets.
Bright Spots: Companies Holding the Line
While some companies retreat, others are doubling down on their DE&I commitments. Apple is a standout example. In 2025, the tech giant continues to invest in inclusion programs, including unconscious bias training, mentorship for underrepresented groups, and initiatives to boost the representation of women and minorities in leadership roles.
Tim Cook, Apple’s CEO, recently stated: "Diversity is the engine of innovation. It’s not a cost—it’s an investment in the future."
In Germany, companies like Siemens and Deutsche Bankare also leading the charge. Siemens, for instance, launched a global refugee inclusion program in 2024, offering training and jobs at its factories. Meanwhile, Deutsche Bank has set a goal to have 40% women in leadership positions by 2030.
Deutsche Bank has set a goal to have 40% women in leadership positions by 2030.
Germany’s DE&I Landscape: Progress and Pitfalls
Germany has made significant strides in promoting Diversity, Equity, and Inclusion (DE&I). A key milestone was the passage of the Self-Determination Act on Gender Registration (SBGG) in 2024, which allows individuals to change their name and gender in the civil registry with a simple declaration, removing the need for expert assessments. This law is a major step forward for the rights of trans and non-binary people.
Additionally, the German government’s National Integration Strategy has pushed companies to include immigrants and refugees in the workforce, promoting cultural diversity and social inclusion. Another important move was the 2015 quota law, which requires 30% of supervisory board seats at large companies to be filled by women. However, this rule doesn’t apply to executive boards, where female representation remains low.
Despite these advances, challenges remain. A study by the Federal Anti-Discrimination Agency found that 32% of discrimination cases are based on ethnicity or race, 37% on gender or gender identity, and 7% on religion. These figures highlight the multiple layers of discrimination faced by migrant and refugee women.
A recent study by UE Germany revealed that only 23.7% of executive board seats at DAX 40 companies are held by women. While firms like Siemens Healthineers (50%), Allianz SE (44.4%), and Deutsche Telekom (37.5%) have made significant progress, others, such as Porsche and BMW, still have 0% women on their executive boards.
The push for Diversity, Equity, and Inclusion (DE&I) in Germany is a work in progress, requiring ongoing collaboration between the public sector, private sector, and civil society. While legislative wins and national strategies are paving the way for a more inclusive society, the underrepresentation of women and marginalized groups in the workforce remains a pressing issue.
In a world where diversity is often questioned, one thing is clear: Can we really afford to sacrifice inclusion for the sake of efficiency? The answer lies in the data, the stories, and the future we aim to build. Diversity isn’t just a moral imperative—it’s a strategic necessity for a fairer, more innovative, and resilient world.
*Lívia Rangel is a journalist, marketing coordinator, and co-founder of the Special Projects Unit at Janainas, as well as the founding director of Agência Lira. She combines her expertise in strategic communication and digital marketing with a focus on social inclusion and cultural diversity.
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