News headlines are filled with perspectives on the supposed end of DEI work. The recent shift in power in the U.S. has accelerated this narrative – are all organizations now abandoning their DEI programmes? And what does this mean for Finland?
First of all a small disclaimer: it is true that some large American companies may be scaling back or ending their DEI programs, and the U.S. government is clearly dismantling some of its own DEI initiatives. However, contrary to what clickbait headlines suggest, many high-profile companies are not abandoning DEI work. In fact, when you read press releases and interviews more closely, you notice that some of these companies are not abandoning DEI altogether. Instead, they are moving away from quota-based initiatives or short-term programs inspired by movements like Black Lives Matter, particularly where goals have already been met or the connection to the business strategy has not been clear. Some of these organizations are now shifting their focus toward building inclusive cultures and equitable practices. In other words, they are letting go of performative, project-based efforts and are instead investing in creating conditions where everyone can thrive and realize their full potential, and where the DEI is deeply connected to their business. This raises the question: should this approach have been the cornerstone of DEI work from the beginning?
For example, it has been widely reported that McDonald's is scaling back its DEI programmes. These headlines have appeared everywhere from Forbes to Iltalehti (a Finnish tabloid). However, if you look beyond the headlines and read McDonald's original press release, it becomes clear that the company is shifting its focus. Instead of emphasizing representation or DEI commitments in its supply chains, McDonald's will now prioritize fostering inclusive practices across its core business operations. They will also collaborate with supply chain partners to ensure that inclusivity is directly tied to improved business performance. From my perspective, this doesn’t sound like McDonald's is dismantling DEI – quite the opposite. It seems they are embedding inclusivity deeper into the heart of their business, making it more relevant and sustainable for their operations.
The Situation in Finland
In Finland, DEI work has only taken some baby steps. It’s only in the past few years that this approach has started gaining traction here, and apart from a few pioneering companies, most organizations are still in the early stages of developing their DEI efforts.
What should we make of the developments in the U.S. and their corporate landscape?
It is impossible to separate DEI work from the broader structures and principles of the surrounding society. The U.S. operates under very different laws and societal and cultural norms compared to Finland. Therefore, we cannot directly copy DEI programs from American companies – or from anywhere else, for that matter.
So what should we do in Finland?
In Finland, legislation mandates certain measures organisations have to take to ensure equality and non-discrimination. Additionally, increasing regulation from the EU will only amplify the need for focus in this area in the years to come. That said, legislation provides only the minimum threshold – it sets the baseline for what must be done to comply with the law. By setting the bar higher, companies can seek competitive advantage, as long as they align their DEI approach closely with their business and HR strategies. To put it simply: Having a focus on DEI makes business sense.
To see how your organisation could benefit from my strategic, business-savvy approach to DEI, have a look at my services
Related Posts
