Two tripartite acronyms that came to represent some of the most important policy packages of the post-Cold War West — ESG (Environment, Social, Governance) and DEI (Diversity, Equity, and Inclusion) — are becoming obsolete at an impressive speed. President Trump’s opposition to both was clearly articulated during his campaign. It was part of his electoral appeal to a variety of American constituencies. He has now used his powers to roll them back. European officials are rushing to keep up. Corporates generally welcome all this, although they refrain from saying so publicly. ESG and DEI both added costs. Their repeal is part of the expected package of deregulation and tax cuts that was the foundation for corporate and investor support of Trump’s second candidacy. But a new world after ESG and DEI might not be as commercially liberated as many are anticipating.
The Europeans tend to draw a distinction between the US initiatives, which they see as driven by “ideology,” and their own, which they characterize as driven by a need to compete with US companies that will henceforth be operating by a different set of rules that entails reduced costs. Since, in the European view, the initial impetus comes from US ideology, European governments and companies are rendered blameless as they are only reacting to the US abandonment of what were, until recently, held to be common Western values. For people whose environment, as a result of these changes, is poisoned, or whose workers are returned to labor conditions describable as “modern slavery,” this will seem like a very fine distinction. If one’s values can be overturned in a matter of weeks by a fear of future market pressures, then those values cannot be reckoned to be very strong.
Will abandoning them have the desired effects? Since the US-European playing field is, by virtue of this shared rollback, being not so much leveled as lowered, the strictly economic effects, in competitive terms, are not likely to be impressive. If all firms save the same costs in the same way, then the benefit to any individual firm is not great. What this common downward leveling will do, however, is reduce the barriers to competition for companies from economies that did not much subscribe to Western-led DEI and ESG initiatives in the first place: China, Russia, much of Southeast Asia, parts of Eastern Europe and Latin America. The dominant Western economies, fixated on competition with each other, are abandoning policy levers that, given the importance of their consumer markets, would have given them a type of comparative advantage. Some would say that was what made those levers politically viable in the first place.
This is especially the case with ESG. The DEI situation is interestingly different. One reason the US economy is distinct from those in industrialized Europe and East Asia is that the US has always been a multi-racial and multi-ethnic society dependent on immigration for growth. While DEI as such is quite new, the inclusion of diverse peoples with at least a horizon of equity to aim for — expressed in ideas of Americanization, assimilation, the melting pot, color-blindness, and market-based opportunity, among others — has been a feature of the US from its beginnings, even if it has always been extremely contested. European and East Asian societies, by contrast, have been constructed much more around a central ethnos, the preservation and advancement of which have been seen as constituting much of the purpose of the nation. While there are many, many exceptions to this, the European and East Asian varieties of DEI really have to do with immigration (and gender equality). They are features of just the last few decades. In the US, they are part of a long-established social contract.
Perhaps the distinction is not that important. Ultimately, in both cases, the central question is the supply of labor and its price. Neither the white population in the US nor the Korean or Japanese or German or Dutch labor forces are growing. Robotics and AI and the suite of labor-saving (or job-replacing) technologies may manage to reduce the drag that this lack of population growth has on national economies. Technological protectionism (and other kinds) might also increase employment of skilled nationals. But the demographic and other counter-trends are very strong. The US and other powerful states are expecting capital to be more patriotic, which might create some domestic jobs but could also reduce the returns to capital that were had by outsourcing the rich world’s working class. Meanwhile globalization gave many less-developed economies enough of a middle class to increase domestic demand for domestic production.
The US is, as ever, an outlier. Unemployment is and has been low, unlike in every other major economy. And DEI in the US, unlike in other countries, does not have principally to do with immigration but with the relationship between white and non-white. So does the anti-DEI wave. The Department of Education took the Supreme Court’s ruling against using race as a factor in elite college admissions and decided that it applied, or should apply, to every school of whatever kind in the United States that takes federal funds. The Supreme Court is encouraging white Americans to equate their experiences of racial discrimination with those suffered by non-whites. Missouri’s attorney general is suing Starbucks on charges of discriminating against white men. The secretary of defense, Peter Hegseth, fired senior Pentagon officials he seems to have thought were DEI hires, on a gender as well as racial basis.
All of these moves represent a dramatic change in US social relations, one whose implications can only be guessed at. The unemployment rate for white men is at 3.1 percent. (Its lowest previous rate in memory was 1.7, in December 1968.) White unemployment rates run slightly higher than those for Asians but significantly below those for other groups. If there has been discrimination against white men, and if immigration is held at bay, then employment of white American men is likely to go up at the expense of other groups — perhaps not Asians? — whose unemployment rates are already higher. Over time, the US might return to having an unusually empowered white male working class, recreating to some degree the era when trade unionism, which discriminated heavily in favor of white men, was at its peak and income inequality at its lowest. But it is hard to imagine the nonwhite working class, which is today (unlike in the 1950s and 1960s) the majority of the working class, going along with such a social order. Nor is the unemployed part of the white population likely to jump at jobs that it currently tends not to accept. Corporates and investors have not liked DEI and are abandoning it with impressive alacrity, but the post-DEI world, like the post-ESG world, may not be quite as commercially successful as expected.