The definitions in our glossary are primarily sourced from Nolo’s Plain-English Law Dictionary and Cornell Law School’s Legal Information Institute. We have made slight modifications where needed for brevity and to better tailor the definitions to the specific needs of users of this website. For more detailed explanations of the terms, users are encouraged to review the definitions on these websites or conduct their own independent research.
Explainer
Navigating Diversity, Equity, and Inclusion Across Borders: A Resource for Multinational Organizations
Advancing DEI Initiative
Published: August 26, 2026
The rollback of diversity, equity, and inclusion initiatives in the United States may lead some to conclude that these efforts are in global retreat. The picture is more complicated than that. For multinational organizations operating across jurisdictions, the more pressing reality is that diversity, equity, and inclusion obligations are expanding in many parts of the world, even as they contract here at home. The legal terrain varies significantly by country, and organizations that calibrate their global workplace fairness initiatives around U.S. political developments risk both legal non-compliance and reputational harm in markets where these efforts are not just encouraged but a regulatory requirement.
The Meltzer Center developed this series of country explainers to help multinational organizations understand the legal landscape for diversity, equity, and inclusion in key jurisdictions. Each explainer summarizes the major laws and regulations shaping equal opportunity efforts in a given country, identifies who is regulated and under what conditions, and offers practical guidance for organizations operating there. Together, they are intended to give organizational leaders a working foundation for assessing their obligations and making informed decisions about their global fairness and inclusion programs.
A Framework for Thinking About Your Approach
Understanding the legal landscape is necessary but not sufficient. Organizations also need a framework for deciding how to act within it. The Meltzer Center has previously developed a three-model framework, originally conceived to help organizations navigate LGBTQ+ inclusion in hostile jurisdictions abroad and later applied to DEI work in the U.S. That framework translates directly to the challenge multinational organizations face today as they navigate divergent equal opportunity expectations across borders.
The three models are not mutually exclusive, and organizations may find themselves drawing on all three depending on the jurisdiction, the issue, and the moment.
"When in Rome": Comply, but don't over-comply. In any jurisdiction, the temptation when facing legal or political headwinds may be to abandon inclusive workplace practices wholesale. That is almost always the wrong call. Organizations should work with local counsel to understand what the law actually requires and permits, protect the programs that remain lawful, and avoid over-reading restrictions in ways that lead to unnecessary retreat.
"Embassy": Create a safe haven internally. Regardless of the external legal or political environment, organizations have significant control over the culture within their own walls. In jurisdictions where employees from marginalized groups face hostility outside the workplace, the workplace itself can function as a meaningful source of safety and belonging. Organizations can reinforce inclusive internal cultures, support employee resource groups, and ensure that the values reflected in their internal practices are not quietly abandoned in response to external pressure.
"Advocate": Use your voice. Multinational organizations are not passive actors in the jurisdictions where they operate. Large employers in particular have standing to advocate for equal opportunity through public statements, participation in industry coalitions, support for civil society organizations, and engagement with policymakers. The country explainers in this series offer some examples of how organizations have navigated that choice, and what has been at stake in both directions.
The resources in this series are intended for legal education and general reference purposes only. They do not constitute legal advice. While the underlying research has been carefully prepared and reviewed, the Meltzer Center's primary expertise is U.S. law, and organizations should not rely on these materials as a substitute for qualified legal counsel in the relevant jurisdiction. Laws and regulations in the countries covered here are subject to change; we will update these explainers as developments warrant and add new countries over time. If your organization is navigating DEI compliance across borders, we encourage you to use these explainers as a starting point and to work closely with local counsel to assess your specific obligations.
DEI Snapshot