The Trump administration's opposition to corporate diversity programs is entering a new phase. President Trump's executive order issued Thursday banning "racially discriminatory DEI activities" by federal contractors signals sustained regulatory focus on antidiscrimination enforcement throughout 2026.
To help organizations prepare for the potential ramifications, FGS Global's Social Issues & Impact experts have outlined what to expect:
Contractors face immediate deadlines. Federal contractors and funding recipients must navigate new contract provisions within 30 days, certification obligations and heightened investigative risk as the Attorney General pursues noncompliance cases.
Global operations complicate compliance. Multinational organizations face added complexity aligning U.S. legal requirements with reporting obligations in other jurisdictions where DEI frameworks differ.
Enforcement will expand beyond contractors. Non-contractor companies should anticipate increased Equal Employment Opportunity Commission enforcement actions and employment litigation, as the administration's merit-based hiring stance emboldens whistleblower complaints across all sectors.
Courts will shape the future. Legal uncertainty persists as challenges to DEI-related executive orders continue, with appellate and potential Supreme Court rulings poised to fundamentally reshape the landscape.
Reputational risks cut both ways. Political pressure mounts ahead of midterms, with critics seeking to expose alleged DEI violations while civil rights groups monitor corporate commitment.
To learn more, contact FGS Global’s Social Issues & Impact Sub-practice Leaders at socialimpact@fgsglobal.com.



