The Impact of the Trump Administration’s DEI Abolition Policies on Japan

2025年2月10日

The Impact of the Trump Administration’s DEI Abolition Policies on Japan

On January 20, 2025, President Donald Trump signed Executive Order 14151, titled “Ending Radical and Wasteful Government DEI Programs and Preferencing.” This order mandates the termination of all Diversity, Equity, and Inclusion (DEI) programs within the federal government. (Source: WHITEHOUSE.GOV)

Additionally, on January 21, 2025, he signed Executive Order 14173, titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity.” This order prohibits private companies from implementing DEI employment programs for positions created through federal contracts. (Source: JDSUPRA.COM)

As a result, DEI-related roles and training within the federal government have been suspended, and personnel responsible for these areas are being dismissed. Furthermore, pressures are mounting on government-contracted companies to abolish their DEI initiatives, which may also affect private businesses.

Specifically, the administration’s policies, such as defining gender as “male and female at birth” and accelerating criticism of DEI practices in universities and companies as “reverse discrimination,” are likely to significantly change employment, education, and policy in the U.S. The Trump administration’s return to “meritocracy” may also impact the direction of global HR strategies.

This column examines the impact of the Trump administration’s DEI abolition policies on U.S. society and Japanese companies.

DEI Abolition Is Not Solely a Trump Initiative — A Broader U.S. Societal Shift

Before the second Trump administration, the U.S. Supreme Court ruled affirmative action in university admissions unconstitutional in June 2023, eliminating race-conscious admissions practices.

In January 2025, President Trump signed executive orders to abolish DEI programs entirely within the federal government. These developments are not solely the result of Trump’s administration but evidence of a broader societal shift in the U.S. toward reevaluating DEI policies.

1. Supreme Court Ruling and DEI Reevaluation
The Supreme Court’s decision deemed race-conscious university admissions unconstitutional, forcing institutions across the U.S. to revise their admission policies. This ruling aligns with longstanding conservative criticisms that affirmative action unfairly favors certain racial groups. The decision symbolizes a return to “meritocracy” in the U.S., impacting DEI initiatives across businesses and government agencies.

2. Trump Administration’s DEI Abolition
The Trump administration’s DEI abolition policies further strengthen this trend. The administration reflects the dissatisfaction of its conservative, predominantly white working-class base, which views DEI as reverse discrimination. In January 2025, executive orders outlined specific measures, such as eliminating DEI-related federal government roles and pressuring government-contracted companies to abolish DEI initiatives.

3. DEI Abolition Is Not Exclusively a Trump Policy
Opposition to DEI extends across conservative circles in the U.S. Republican-led states have already passed legislation to scale back or abolish DEI programs in universities and businesses, and some major corporations have also reduced their investments.

Impacts of DEI Abolition Policies on Japan

Both direct and indirect impacts on Japan can be considered.

　Below are key areas of influence:

1. Changes in Global Companies’ DEI Policies and Implications for Japan
– Multinational corporations, particularly those based in the U.S., may reassess their DEI strategies. For example, if DEI-related roles and budgets are cut in their home offices, this may affect their operations in Japan.
– DEI officer positions have declined in the U.S., which could also impact Japanese subsidiaries.
– Japanese companies, influenced by Western trends, may take a more cautious approach if global criticism of DEI escalates, potentially resulting in reduced DEI investments and training.

2. Impacts on Japanese Government Policies
The Japanese government’s DEI-related initiatives, such as promoting women’s empowerment and supporting LGBTQ+ inclusion, are less likely to affect U.S. policies directly. However, the growing narrative of “DEI overreach” in the U.S. might influence domestic corporate attitudes toward voluntary DEI initiatives.

3. Implications for Japan’s HR Industry
– Japanese HR professionals may need to reevaluate what aspects of DEI to adopt and which to approach independently within Japan’s cultural context.
Global HR trends, including certifications like SHRM and CIPD, may require reassessment in light of DEI’s evolving global role.

4. Impacts on Japanese Companies’ Overseas Strategies
– Changes in the U.S. business climate may affect how Japanese companies plan their global HR strategies and market approaches in the U.S.

Conclusions for Japanese Companies and HR Professionals
1. Avoid reacting solely to “anti-DEI” trends and focus on the essence of DEI, emphasizing fairness, meritocracy, and leveraging diverse talents.
2. Monitor shifts in DEI policies among multinational corporations and adjust strategies to suit Japan’s market dynamics.
3. Balance global DEI standards with approaches tailored to Japan’s unique circumstances.

Summary
The Trump administration’s abolition of DEI initiatives presents challenges and opportunities for Japan’s HR sector. This is a chance to redefine DEI practices to align with Japan’s cultural and business environment.

The next column will discuss “DEI Practices Beyond the U.S. Perspective: A Global Overview.”