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European authorities weigh the way of responding to American efforts to thwart local DEI programs, as both areas come closer than ever to collide on anti-discrimination policies.
American embassies across Europe have spent sending letters to trade companies and public offices with the US government over the weeks, demanding that they certify that they do not have diversity, equity and inclusion programs that now violate American law that Donald Trump is in the White House.
The European Commission is aware of the issue and is currently working with the European Union member states to detect the impact of the US campaign and how to answer the best, a spokesman of the Bloqu’s executive branch told Bloomberg. DEI issues such as gender equality are vested in European law.
A spokesman for the state department said that the state secretary Marco Rubio is committed to ensuring that Trump’s executive orders have been made by the department and the US embassies, which have been made by the US Embassies.
The American campaign has left Europeans frightening, disappointing with politicians and business heads.
Vice Mayor Jan Valeskog said that the department received a letter in early May, to plan for the city of Stockholm, the employees were “shocked”. In correspondence, the US Embassy in Sweden confirmed the city of Stockholm for a 10 -day that it would confirm that it would comply with the order to leave the DEI.
“Definitely we won’t do this,” Walskog said in an interview. “For us, it is very important to work with diversity, equality and inclusion,” he said, given that the need is legally binding in Sweden.
The European Union is already attacking the ESG rules with the US which applies to international firms to trade in the region. US Commerce Secretary Howard Lutnik has stated that he is ready to use several liver, including “trade equipment” against such rules.
The US Chamber of Commerce has also appealed to the Trump administration to support Europe’s corporate stability in its fight. CSDDDs require companies demanding trade in Europe for reliable climate transition schemes and to ensure that their value chains are free from human rights violations. Last month, European Union MPs delayed its implementation for a year amid fresh debate.
The crack on DEI threatens to increase trans-eleventh stress.
This is “not just a kind of fork in the road between the US and Europe,” Roul Parekh said, a employment lawyer, who is the head of international practice in Littlen PC’s London Office of London. But like the two courts, “are driving in completely opposite directions.”
In his second presidential post, Trump’s first actions were to sign an executive order banning the DEI from the federal government and its contractors, and the agencies had to order to initiate an inquiry into any organization, which the White House has termed “illegal dei”. The May 1 survey by Littler Mendelson of Corporate officials based in the US found that 55% of Trump’s executive orders expect to change their DEI programs as a result of acting orders.
The atmosphere of enmity towards DII and ESG has shook the institutions that demanded champion diversity not only in the US, but also globally. In some cases, European companies with a large American presence are now opting to reduce their DEI work. The latest examples are the German software giant S. SE, which dropped her global target of filling women 40% of their jobs.
A spokesman of the company, Daniel Renhart, said that this change is among many people in the field of diversity and inclusion to reflect the current legal development to ensure legal compliance, as well as a safe and inclusive work environment.
In the US, companies that have left or expose their DEI policies include International Trade Machines Corp, Intel Corp, Accenture PLC, Walmart Inc., Meta Platform Inc. and Amazon.com Inc., just a handful of name.
Critics of the US approach say that to address discriminatory policies for decades of decades of work, who favor white men, now there is a danger of erasing it. But rather than fulfilling Trump’s demands, European regulatory gender and racial diversity are proceeding with existing plans to prefer gender and racial diversity and address discrimination in the workplace.
Carlian Skley, director of the European Institute for Gender Equity, said, “In front of any attempt to challenge these values or law rule, we double our efforts in supporting the implementation of law, which strengthens equality and inclusion.”
In the UK, the government is considering the need to develop a plan to close the salary difference for employers that now exist between most ethnic minority groups and white Britain. And this has been set for June 10 to respond to consultation, which also addresses the salary difference faced by people with disabilities.
In the European Union, companies have to face the June 2026 deadline to meet the goals set by the European Union’s gender balance on the instructions of corporate boards, which passed in an effort to bring the representation of women among at least 40% non-executive directors in large companies. After that, companies have to take action to reduce any salary interval which is more than 5%, as the salary transparency instructions are phased.
The DEI initiative coincides with its efforts to deal with the decline in Europe’s hug of Europe. In a March report, Businesseurope stated that an increase in women’s participation – especially in science, technology and engineering – is important to reduce the competition of blocks as the age and shrinking of the population.
While the Brussels-based organization said that it is known about the American letters received by the members, it refused to comment further.
Meanwhile, investors are paying attention.
During a presentation this month, Global Head of Matt Christenseen, Sustainable and Impact Impact Investing of Allians Global Investors, said she was “surprised” to hear that companies – where they live in France, where they live – had received letters from American embassies, and that development has inspired some development.
Crustenson said that he knows about changes in S as a shareholder, it would be “a discussion that we are going to do,” he said.
With the help of Isolde McDonog and Nick Wadhams.
This article was generated from an automated news agency feed without amending the text.
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