For nearly a decade, diversity, equity and inclusion metrics have been a part of most organizations’ human capital policies in some form. These have evolved over time and become more prominent, especially since the beginning of the pandemic in 2020. Fast-forward to 2025 and the landscape looks quite different. DE&I and its implications for corporate governance have been in a state of flux under the new Administration, influenced by myriad factors including proxy advisors' evolving guidelines, institutional investors' expectations, recent Executive Orders, and legal actions.
As the spotlight on DE&I grows ever brighter, how do you determine the optimal approach for your company and your workforce amidst such volatile and evolving circumstances?