As companies expand their reach into new global markets, HR teams face the challenge of balancing compliance with local laws while maintaining a strong, unified commitment to diversity, equity, and inclusion (DEI). What works in one region may be completely incompatible with laws or societal norms in another. Understanding these regional differences is key to successfully managing DEI initiatives across borders.
We’ll break down the key DEI policies in different regions, highlighting areas where multinational companies may face friction and providing suggestions on how to navigate these complexities. From the progressive laws of Canada and the European Union to more restrictive policies in Russia and Saudi Arabia, let’s explore the global landscape of DEI.
We have several articles and resources discussing the recent changes to United States DEI policies. Learn how to de-risk your United States DEI programs here.
Note: This blog should not be taken as legal advice. For specific legal guidance regarding DEI compliance in your region, please consult with legal professionals familiar with local laws.
Least prohibitive countries: Pro-DEI or neutral
Some countries offer strong support for DEI, with comprehensive frameworks and government-backed initiatives promoting diversity, equity, and inclusion.
- United Kingdom
While DEI remains a politically debated issue, the UK government does not impose outright bans on DEI initiatives. Public institutions have seen some DEI roles removed, but private companies are still free to implement DEI strategies.
What HR teams need to know: The UK offers a generally supportive environment for DEI, though HR teams should stay informed about political developments that could influence public institutions.
- Canada
Canada is one of the strongest pro-DEI countries, with employment equity laws and strong government-backed DEI initiatives. Companies must adhere to strict anti-discrimination and equity requirements, and the legal framework is highly supportive.
What HR teams need to know: Canada is a leader in DEI, particularly with gender, racial, and disability inclusion. Companies should embrace government resources and initiatives to build inclusive workplace cultures.
- European Union (excluding Hungary & Poland)
The EU mandates corporate DEI reporting through the Corporate Sustainability Reporting Directive (CSRD) and European Sustainability Reporting Standards (ESRS). These laws require companies to measure and report on diversity, inclusion, and gender parity.
What HR teams need to know: The EU is a strong proponent of DEI, especially with mandatory reporting on diversity. Companies operating in the EU should ensure compliance with these standards while leveraging them as an opportunity to demonstrate their commitment to DEI.
- Norway, Sweden, & Denmark
These Nordic countries are highly supportive of DEI, with mandates for gender diversity on boards and comprehensive anti-discrimination protections. HR teams in these countries can freely implement broad DEI initiatives.
What HR teams need to know: These countries offer some of the most progressive DEI frameworks in the world. Focus on leveraging strong gender diversity regulations and supporting various minority groups with inclusive programs.
- New Zealand
Known for its strong DEI framework, New Zealand includes protections for indigenous rights and corporate reporting requirements for gender equality and other aspects of inclusion.
What HR teams need to know: With strong protections for diverse groups, including Māori and other Indigenous communities, New Zealand is an ideal environment for implementing comprehensive DEI strategies across ethnic, gender, and social lines.
- Argentina
Argentina has gender quotas in government sectors and has implemented trans employment quotas. The country’s legal framework supports the integration of LGBTQ+ individuals in the workplace.
What HR teams need to know: Argentina is a strong pro-DEI country with specific protections for gender and LGBTQ+ rights. HR teams should focus on fostering inclusion for both gender and sexual identity diversity, particularly in the public sector.
Moderate restrictions on DEI
In some countries, DEI policies are restricted or limited, and HR teams must carefully navigate local regulations when implementing diversity programs.
- France
France has strong anti-discrimination laws, but the country bans the collection of racial or ethnic demographic data, making it difficult to implement DEI policies with detailed insights into minority representation.
What HR teams need to know: Companies in France can still promote DEI initiatives but must avoid collecting or reporting data on ethnicity or race. Focus on creating inclusive practices without referencing sensitive demographic data.
- Italy
Under the current right-wing government, LGBTQ+ rights and DEI efforts have been scaled back. There have been restrictions on parental rights for same-sex couples, and LGBTQ+ advocacy has been limited.
What HR teams need to know: HR teams in Italy should avoid highly-visible DEI programs focused on LGBTQ+ rights, but can still implement inclusion initiatives that focus on broader diversity objectives, such as employee engagement.
- Turkey
Turkey has become more authoritarian, with government crackdowns on LGBTQ+ events and women’s rights organizations. DEI programs focusing on gender equality and LGBTQ+ inclusion may be met with resistance.
What HR teams need to know: HR teams should exercise caution when implementing LGBTQ+ or gender-focused DEI initiatives in Turkey, focusing instead on non-controversial areas such as professional development and team collaboration.
Most restrictive countries: Challenging DEI environments
Some countries have strict laws that heavily restrict or outright prohibit DEI programs, creating significant challenges for multinational companies operating in these regions.
- Saudi Arabia
Gender segregation remains strict, and LGBTQ+ rights are criminalized under religious law. While some reforms have been made in recent years, many DEI-related rights are still heavily restricted.
What HR teams need to know: Companies operating in Saudi Arabia must tread carefully, ensuring that any DEI efforts, particularly those focused on gender or LGBTQ+ inclusion, comply with local laws and do not contradict religious tenets.
- Russia
Russia has passed laws banning LGBTQ+ “propaganda” and has cracked down on feminist and minority groups. These laws make DEI efforts in the public sphere increasingly difficult to implement.
What HR teams need to know: DEI initiatives related to LGBTQ+ issues and gender equality may be heavily restricted. Companies should minimize these types of programs and instead focus on employee well-being and operational diversity.
- China
China imposes heavy censorship on LGBTQ+ and feminist discourse and has been accused of committing human rights abuses, including the genocide of the Uyghur population. The government severely limits the promotion of DEI.
What HR teams need to know: DEI policies focused on ethnic, sexual, or gender identity may face significant restrictions in China. Multinational companies should focus on fostering inclusivity without directly challenging the government’s stance.
- Hungary & Poland
Hungary has passed laws banning gender studies, restricting LGBTQ+ rights, and limiting discussions of DEI in schools. Poland has seen the creation of “LGBT-free zones,” and government opposition to DEI programs in schools and workplaces is growing.
What HR teams need to know: In these countries, HR teams should focus on non-controversial aspects of diversity, such as skill development, engagement, and operational diversity, while minimizing DEI programs centered on gender and sexual identity.
Adapting DEI programs to local laws
Operating in multiple regions means HR teams must carefully balance global DEI goals with local legal requirements. While some regions offer robust DEI frameworks, others impose legal or societal constraints that require companies to take a nuanced approach particularly where the political environment limits the scope of inclusion initiatives.
The key to success lies in adaptability—understanding what’s possible in each region while staying true to core values of diversity, equity, and inclusion.
How Diversio can help:
Navigating DEI across global markets isn’t one-size-fits-all. Companies must align their strategies with local realities while maintaining a cohesive, values-driven approach.
Diversio helps organizations:
✅ Assess regional risks and opportunities using data-driven insights
✅ Develop compliant, culturally-aware, DEI strategies tailored to each market
✅ Track progress and impact while adapting to regulatory changes
Wherever your company operates, DEI remains a business imperative. The challenge isn’t just compliance—it’s creating inclusive, high-performing workplaces in any environment. Contact us today.
