From Progress to Pushback: Trump’s Second Term and Its Effect on Pride in Corporations

- by Harikrishnan R - Leave a Comment

1. Overview of LGBTQ+ Progress in Corporate America

Over the past two decades, corporate America has emerged as a significant ally in the fight for LGBTQ+ equality. Companies have increasingly integrated Diversity, Equity, and Inclusion (DEI) initiatives into their core strategies, investing in Employee Resource Groups (ERGs), bias training, and leadership pathways for LGBTQ+ employees. Many Fortune 500 companies now have Chief Diversity Officers, and DEI metrics are often tied to corporate performance and Environmental, Social, and Governance (ESG) goals.​

Notably, over 90% of businesses rated in the Corporate Equality Index (CEI) offer same-sex partner benefits, and trans-inclusive healthcare plans are becoming more common, even in conservative states. Companies like Google, Target, and IBM have been recognised for their sustained advocacy beyond seasonal visibility, funding LGBTQ+ nonprofits, sponsoring community events, and leveraging their influence to oppose anti-LGBTQ+ legislation.

2. Trump’s Past LGBTQ+ Policies and Their Corporate Impact

US President Donald Trump holds up an executive order on transgender athletes at the East Room of the White House in Washington, DC, the United States, on February 5, 2025 [Andrew Caballero-Reynolds/AFP]

During his first term, President Donald Trump enacted policies that rolled back protections for LGBTQ+ individuals, notably banning transgender people from serving openly in the military and curtailing workplace diversity initiatives across federal agencies. These actions had a ripple effect in the private sector, with some conservative-leaning companies deprioritising internal LGBTQ+ inclusion efforts, sidelining diversity officers, and scaling back training programs. The administration’s stance influenced corporate approaches to diversity and inclusion, reshaping the employment landscape for LGBTQ+ individuals.​

3. Policy Shifts in Trump’s Second Term

Since returning to office in January 2025, President Trump has implemented several executive orders affecting LGBTQ+ rights:​

  • Executive Order 14168: Mandates federal agencies to recognise only two sexes, male and female, determined at birth, effectively revoking recognition of transgender identities. It also prohibits gender self-identification on federal documents and ceases funding for gender-affirming care and the promotion of “gender ideology”.​
  • Executive Order 14173: Revokes previous orders requiring federal contractors to refrain from discrimination based on sexual orientation or gender identity, effectively ending DEI employment programs for jobs created by federal contracts.
  • Executive Order 14183: Directs the Department of Defence to exclude individuals who identify with a gender different from their biological sex from military service, citing concerns over unit cohesion and military effectiveness.​
  • Executive Order 14187: Aims to prevent gender-affirming care for individuals under 19 by withholding federal funding and directing agencies to take steps to prevent such treatments.​

These policies have prompted legal challenges and raised concerns among civil rights groups about the erosion of LGBTQ+ protections.

4. The Global Ripple Effect on Pride in the Workplace

U.S. political shifts often influence corporate policies worldwide. Multinational companies operating in countries where LGBTQ+ rights are contested may face increased scrutiny for their support of Pride initiatives. Conservative groups have mobilised against corporate Pride campaigns, accusing brands of promoting controversial values. In response, some companies may scale back public support to avoid backlash, while others continue to champion LGBTQ+ rights as a core value. The decision to sustain or reduce LGBTQ+ visibility in the workplace will likely reflect a balance between risk management, corporate values, and stakeholder expectations.​

5. Corporate Responses and Resistance to Policy Changes

In light of federal rollbacks, many companies are reinforcing internal LGBTQ+ inclusion efforts, updating non-discrimination policies, and investing in inclusive workplace cultures. Employee activism plays a crucial role, with workers advocating for company values through ERGs, public letters, and walkouts. Legal advocacy groups and civil rights organisations are collaborating with companies to challenge regressive policies, ensuring workplace protections through legal frameworks, even if federal protections are weakened.​

6. The Future of LGBTQ+ Inclusion in Corporate America

Businesses face growing challenges in maintaining inclusive environments amid shifting political climates. Navigating political pressure requires strategies that affirm corporate values while addressing external risks. The sustainability of DEI programs depends on leadership commitment, employee demand, and public support. Consumer and investor expectations serve as powerful levers; brands that uphold LGBTQ+ inclusion may earn long-term loyalty and investor confidence, reinforcing the business case for sustained support of LGBTQ+ rights.​

7. How will it affect the world?

In an era where corporate policies transcend borders, Diversity, Equity, and Inclusion (DEI) initiatives rooted in American boardrooms have far-reaching effects. As U.S.-based multinational corporations (MNCs) reevaluate their DEI strategies under the influence of shifting political directives, especially following President Donald Trump’s rollback of federal DEI efforts, the global workforce is already beginning to feel the consequences. The shift is not confined to American soil; it is disrupting DEI commitments across the globe.

U.S. MNCs directly employ more than 44 million people worldwide, with over 14 million employees based outside the United States. This expansive reach means that decisions made by U.S. corporate headquarters inevitably ripple through international branches, influencing hiring, employee training, workplace culture, and supplier relations. As DEI goals in the U.S. are being rolled back under new executive orders, many corporations are reassessing whether their global DEI goals are legally or politically viable — or even worth defending.

Real-world examples underscore this domino effect. PepsiCo, in response to political pressure, ended its minority hiring and supplier diversity goals in early 2025. Although framed as a domestic policy shift, the company’s global footprint ensures these choices reverberate far beyond U.S. borders. European pharmaceutical giants Novartis and Roche followed suit. Novartis discontinued the use of diverse hiring panels in the U.S., while Roche abandoned its global diversity targets altogether. Even Barclays, a British bank, scrapped diversity targets in the U.S. while maintaining them in the UK, signalling a tactical retreat under American regulatory scrutiny. These cases illustrate that when DEI becomes politically inconvenient in the United States, the rest of the world is forced to recalibrate.

However, not all companies are retreating. AstraZeneca and Novo Nordisk have refused to abandon their DEI principles, continuing to uphold inclusive policies across their international operations. Accenture, which is one of the largest companies with offices worldwide, rolled back their DEI principles in the US, but some of the offices outside the US, including India, have decided to continue with its implementation or at least the sensitisation of the LGBTQ+ community among its employees. In the UK, a substantial 71% of business leaders have declared their intention to maintain or expand DEI programs despite changes in U.S. corporate governance. These companies understand that DEI is not just a compliance exercise—it is an essential framework that upholds dignity, equality, and operational excellence across cultures. 

Upholding DEI globally is not only a moral imperative — it is a matter of safety, equity, and long-term business sustainability. DEI initiatives protect marginalised groups from workplace discrimination, harassment, and exclusion. In multinational environments, where cultural and identity dynamics vary significantly, abandoning DEI can create hostile and unsafe conditions for LGBTQ+ employees, people of colour, women, and other historically underrepresented communities. DEI provides a consistent ethical foundation, ensuring that all employees, regardless of geography, feel valued, respected, and protected. As global political climates grow more polarised, DEI may be the last bastion protecting the fundamental rights of diverse individuals in the workplace.

Works Cited

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