Two years ago, programs belonged to more Diversity For most large German companies, a mandatory program. In the meantime, the efforts for more diversity have become quite quiet. The Association for Specialists and Managers (DFK) warns on the occasion of the 13th German diversity tag on May 27th of a step backwards in dealing with diversity, equality and inclusion (DEI): Proven programs are increasingly being returned in German companies, places deleted or linguistic relativization.
“In many companies, diversity goals are no longer stored with concrete measures. Instead, uncertainty dominates-also for fear of legal risks or a political countermovement,” says DFK board member Nils Schmidt (52). Companies that had recently visible and with conviction suddenly formulated their positions, reduced resources and avoided public statements on the subject.
“What remains is often just a soft -rinsed concept of value – without surgical effect,” criticizes Schmidt. The pressure to distance yourself from diversity as a strategy is increasingly growing. A new cultural struggle is now raging in German corporations.
Trump vs. diversity
Backlash drivers are the USA under Donald Trump (78). Companies that hold on to DEI goals are eliminated, excluded by public orders and threatened with punishments. The result: also in Germany Formulate companies suddenly more reluctantly – out of concern, regulatory or to become legally vulnerable. But there are numerous means of saving the DEI goals despite political headwinds.
With SAP and Volkswagen Most recently have two important DAX companies with reference to their business in the USA distanced from their previous diversity practice. Will further DAX heavyweights follow and set up your equality efforts?
The actors remain optimistic
The answer: not necessarily. “You have to differentiate in these developments,” says Eva Voß, Head of Diversity, Inclusion and People Care at the Großbank BNP Paribas. She has been chair of the “Charter of Diversity” initiative since autumn: more than 6,000 organizations have declared the Charter signatories to promote equal opportunities for their employees. While SAP has adapted its goals very extensive, including the German market, this only affects the US business at Volkswagen. The DEI goals were preserved at VW for the German and European market.
Eva Voß is Head of Diversity, Inclusion and People Care Germany & Austria at the Großbank BNP Paribas. After completing her studies and the doctorate in the early 2000s, she started in the Equal Opportunities Authority of the University of Freiburg. Back then, in 2008, diversity was still a foreign word. She came to the Banque Paribas via EY. Voß has been chair of the “Charter” initiative since autumn 2024.
The Charter Chairman is not afraid that numerous DAX companies will follow the example of SAP. On the contrary: “Corporations like Bayer, Otto and EY even want to get involved more. ” SAP also remains a member of the Charter. The willingness of companies to join in by signature of the charter was unbroken in Germany – even though the initiative now requires regular renewal of the commitment.
Diversity and fairness: Many German companies defy Trump
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Christopher Street Day (CSD) in Cologne: Diversity, equality and inclusion remain on the agenda despite Trump
Photo: Christoph Hardt/ Panama Pictures/ Imago
However, the core problem that companies with an important business share in the United States will return their DEI efforts, because otherwise they fear legal problems and the loss of market shares. As a glimmer of hope, Voß evaluates that, according to a current survey by the “Charter of Diversity”, around 90 percent of the companies continue to adhere to diversity. At the same time, the signatories want more orientation and legal advice on how they are currently best secured.
Voß does not believe that Donald Trump is also successful in Europe with his anti-Dei course and that the effort for diversity and equality is also moving into the background in this country. “Equality and diversity efforts have always followed a certain cycle since the 1970s- after tires phases, other phases are followed again in which progress can suddenly be made that have long been unthinkable.”
More on the subject
In addition, there are more and more companies in this country that take a position and work publicly for diversity and democracy. “This includes Deutsche Bahn, Deutsche Bank or Commerzbank, Boehringer Ingelheim, Ey and many others who are now going out with clear statements.”
How the Charter works specifically
But what’s next with the specific work of the charter? “It is not just about a common commitment to discrimination, but about concrete progress,” emphasizes Voss. The Charter has therefore developed a “diversity tool” for German companies together with Professor Sonja Würtemberger from the International University (IU). With this model, “companies can honestly lie down and determine where they are in diversity.”
On request, the companies receive further support from the Charter, for example in improving personnel processes. “You can still swing so many flags: if the internal transport mechanisms are not correct, we are not making ahead,” says Voß. With more than 15 million employees among the signatories, the initiative had reached a critical mass. “Now we have to pay attention to quality and really advance diversity.”
How much simplicity can we still afford?
Strengthening diversity is not an end in itself and also not a mere part of an image campaign, but economically sensible, emphasizes Nils Schmidt from the Association for Specialists and Managers. “Companies that build and promote diverse workforce can react better to global markets, exploit innovation potential and manage risks better. Monocultures are a disadvantage in a complex world.”
More on the subject
Access to talents is also strengthened by Dei. Younger generations in particular (GEN Y & Z) value corporate cultures that acknowledge and promote diversity. “Those who do not position themselves leave the field to the loudest – and may signal approval through passivity,” warns Schmidt.
With a view to Trump, Schmidt adds: “The question is not whether diversity is a risk. The question is: how much simplicity can we still afford?”