Key facts
- US companies maintaining DEI policies after a January 2025 executive order performed financially as well as or better than those that rescinded them.
- A study analyzed abnormal stock returns to assess the impact of DEI decisions.
- Major UK financial firms are updating transgender inclusion policies.
- Admiral, Coventry Building Society, and Santander are updating their policies.
- These UK firms are restricting access to single-sex bathrooms.
- The changes follow new guidance from the Equality and Human Rights Commission (EHRC).
- The EHRC guidance is based on a Supreme Court ruling.
- The U.S. EEOC dropped a lawsuit against Nike.
- Nike provided requested information regarding its treatment of white employees.
- The EEOC had been investigating potential discrimination by Nike.
Research indicates that U.S. companies which upheld Diversity, Equity, and Inclusion (DEI) policies following a January 2025 executive order by Donald Trump experienced financial performance on par with, or exceeding, companies that eliminated such policies. The study employed an analysis of abnormal stock returns to gauge the financial consequences of decisions regarding DEI. This contrasts with the "go woke, go broke" narrative that suggested negative financial repercussions for maintaining these policies.
In the United Kingdom, major financial firms are revising their transgender inclusion policies. Admiral, Coventry Building Society, and Santander are among the companies updating their guidelines to limit access to single-sex bathrooms. These changes follow new guidance issued by the Equality and Human Rights Commission (EHRC), which was prompted by a Supreme Court ruling. The EHRC's guidance addresses the complexities of balancing transgender rights with single-sex spaces.
Separately, in the United States, the Equal Employment Opportunity Commission (EEOC) has withdrawn a lawsuit filed against Nike. The agency initiated the lawsuit to investigate allegations of discrimination concerning the treatment of white employees. Nike has since provided the requested information to the EEOC, leading to the dismissal of the case. The EEOC had been examining potential discriminatory practices within the company.