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How Trump’s order affects inclusivity
Author, Dr Caroline Sekiwano. PHOTO/COURTESY.
What you need to know:
- Organisations operating internationally must navigate these changes carefully.
In January 2025, President Donald Trump signed an executive order that significantly altered policies related to Diversity, Equity, and Inclusion (DEI). This directive reversed previous measures that had promoted inclusivity in various sectors. The decision has sparked widespread debate, with many questioning its implications for organisational policies and workplace diversity.
DEI has long been a cornerstone of organisational development, ensuring fair treatment, fostering diverse perspectives, and promoting a sense of belonging among employees. Over time, these initiatives have expanded to encompass various dimensions of diversity, including gender identity, disability inclusion, and cultural representation.
Organisations worldwide have embraced DEI, recognising its role in driving innovation, improving employee engagement, and enhancing overall business performance. However, the recent policy change represents a significant setback for DEI efforts globally. It not only affects those directly impacted but also sends a broader message that could influence organisational cultures and hiring practices.
Many businesses and institutions may find themselves reassessing their DEI strategies in light of shifting political climates. This raises critical questions about how organisations should respond to maintain their commitment to inclusivity. The US has historically played a leading role in setting global workplace standards, including DEI initiatives.
Policy changes at the executive level can create ripple effects across the globe, influencing hiring practices, workplace policies, and corporate values beyond national borders. Organisations operating internationally must navigate these changes carefully, ensuring that their commitment to inclusivity remains unwavering despite external pressures.
In developing economies such as Uganda, DEI efforts are still in their early stages. While there has been notable progress in promoting gender equity, disability inclusion, and workplace fairness, cultural and economic challenges continue to hinder comprehensive DEI implementation. The recent shift in US policies serves as a reminder of the fragile nature of DEI advancements and the need for organisations to take proactive steps to safeguard inclusivity.
While Uganda’s DEI landscape differs from that of Western countries, organisations can still draw valuable lessons from global best practices. DEI initiatives in Uganda should focus on workforce equity, leadership representation, and economic empowerment rather than aligning with ideological movements. By tailoring DEI strategies to local contexts, businesses can ensure longterm impact.
Organisations that actively invest in gender equity, inclusive hiring practices, and leadership development witness improved employee morale, retention, and productivity. Moreover, businesses that embed DEI into their operations create work environments that drive both social progress and business success. Despite the current recent changes, organisations must remain steadfast in their commitment to DEI. Organisations should view these shifts not as disruptions but as opportunities to refine their strategies. By prioritising inclusivity, businesses can build resilient workplaces that foster fairness, drive innovation, and sustain long-term success.
DEI should not be about following trends but about creating workplace environments that align with organisational values and economic goals. When inclusivity becomes a fundamental aspect of business strategy, it enhances financial performance, strengthens leadership pipelines, and ensures a more engaged workforce. Organisations that champion DEI today will be better positioned to navigate future challenges and contribute meaningfully to a more equitable society.
In conclusion, while recent developments present challenges to DEI efforts, organisations worldwide must reaffirm their commitment to fostering inclusive workplaces.
Dr Sekiwano is a Human Resource & Organisational Development Advisor.
