It’s time to break the taboos and dare to talk about what’s happening on the other side of the Atlantic.
The situation is serious enough to warrant a blog post!
Well, I have to admit, I’m putting this article in the ‘international innovation’ category, but it’s more a case of international hindsight…
What’s happening in the USA?
Since his return to the presidency in January 2025, Donald Trump has launched an offensive against Diversity, Equity and Inclusion (DEI) policies, threatening decades of progress in professional inclusion. The elimination of dedicated funding, the repeal of protective measures and the pressure on American companies to abandon their D&I initiatives have repercussions far beyond the United States.
More concretely, to put it bluntly, he has actually had a letter sent to employees of federal programmes deemed to be ‘different’, such as the ‘disabled’, asking them to stay at home and dismissing them from work…
Trump: shrewd strategist or oblivious?
One fact remains: one in two disabilities occurs in the course of a lifetime. By reducing diversity and accessibility in companies, the Trump administration is forgetting that it is jeopardising not only the employability of people with disabilities, but also the balance and productivity of companies themselves. This setback does not just affect a minority: Every employee and every manager is potentially affected by an illness, an accident or a situation that affects their ability to work.
Behind this decision lies a strategic question: Is Trump acting out of pure electoral calculation, pandering to a conservative fringe hostile to DCI policies, or is he really underestimating the economic and human impact of this U-turn? Because by neglecting inclusion, he is also compromising the competitiveness of American businesses on the global market. At a time when big business is looking for agility and innovation, can we really afford to sacrifice the potential of millions of skilled workers on the pretext of a political agenda?
Let’s not forget that work also causes disability and invalidity!
While one in two disabilities occurs in the course of a lifetime, it is crucial to remember that work itself is a major cause of disability and invalidity. Musculoskeletal disorders (MSDs), burn-out, workplace accidents and occupational illnesses affect millions of workers around the world every year. In the United States, more than 30% of long-term absences from work are linked to occupational illnesses, and the figures are soaring in demanding sectors such as logistics, healthcare and industry.
By weakening inclusion and prevention policies, the Trump administration is overlooking a key factor: any person who is able-bodied today may become disabled tomorrow. Companies that neglect this issue risk not only a loss of valuable talent, but also an increase in costs linked to absences, care and compensation. Inclusion and prevention are not an option, but a strategic investment in the future of work.
Trump and the erosion of DEI policies: what consequences?
The repeal of Executive Order 11246, which imposed non-discrimination and affirmative action practices on federal contractors, marked the beginning of a historic setback. In response, a number of large companies such as Goldman Sachs, Amazon, Google and Meta** have reviewed their diversity commitments. While some initiatives persist in other forms, many companies are reducing their budgets and reorienting their strategies to avoid political tensions.
However, these decisions ignore an essential economic reality: the most inclusive companies are also the most successful. Studies show that better representation of minorities and people with disabilities fosters innovation and productivity.
An international impact: should Europe be concerned?
This step backwards could influence multinationals operating in the United States, impacting on international inclusion strategies. While countries such as France, Germany and Spain are reaffirming their commitment to diversity, economic pressure and trade with the United States could ultimately put the brakes on certain initiatives.
Nevertheless, several major European companies, such as Accenture and Deloitte, are resisting this trend by stepping up their commitments. The stakes are high: **Should we sacrifice inclusion and performance in the name of an unstable political climate?
Optimism and resilience: inclusion, a strength for the future
Faced with this challenge, it is crucial to remember that inclusion is a lever for success and social cohesion. Rather than giving in to pessimism, companies and individuals involved in these initiatives can use this period to:
- Redefine their DCI strategies** by focusing on concrete and sustainable actions.
- Focus on education and awareness-raising** to demonstrate the positive impact of diversity on collective performance.
- Valuing talents from diverse backgrounds** and encouraging their progression within the company.
Watch the debate on Sud Radio with Dora Blasberg.
To explore these issues in greater depth, Dora Blasberg appeared on Sud Radio’s ‘Faut que ça change’ programme hosted by Anthony Martins Misse, alongside Hamou Bouakkaz, Virginie Dubost and Salim, on Saturday 8 March at 8.30pm. This debate looked at the current issues surrounding inclusion in the workplace and possible solutions in the face of mounting political resistance.
👉 Listen to the rebroadcast of the show here: [Link to Sud Radio]
💡 To find out more about how awareness-raising can be a lever for collective action, go to the page dedicated to awareness-raising.