As the U.S. retreats from DEI, Czechia moves ahead with inclusivity pledges

Diversity, Equity, and Inclusion (DEI) has emerged as a contentious battleground in the U.S., deeply entangled with the country’s broader political and cultural divides.

As American workers remove DEI references from their resumes and strip pronouns from email signatures, a Czechia-based organization is pushing back, clarifying what DEI truly stands for—and urging employers to sign a set of “human rights commandments” to foster a more inclusive, equitable workplace.

Jana Tikalová is the CEO of OPIM, an initiative that supports companies in fostering workplace diversity through networking, workshops, and events, including its annual DEI Forum. For more than twenty years, she and her team of educators and consultants have worked to correct misconceptions about DEI. As the term becomes increasingly polarizing, Tikalová argues that the issue stems from misunderstandings rather than from DEI itself.

“DEI isn’t inherently racist or sexist, but it’s often misinterpreted,” she says, highlighting the key difference between equality—treating everyone the same—and equity, which ensures that individual needs are addressed.

To help businesses better understand DEI, OPIM has developed the “Employer’s Human Rights Ten Commandments,” a set of principles designed to guide organizations in implementing DEI effectively. The commandments cover vital issues such as gender equality, accessibility, mental well-being, and workplace flexibility—helping Czech companies create more equitable environments.

As U.S. companies step back from DEI initiatives, OPIM has seen growing support in Czechia, with nine companies already meeting the minimum standards and ten more expected to join by March.

“We’re seeing increasing support for the Ten Commandments in sectors like banking, IT, and fintech,” Tikalová notes. “Companies are realizing that DEI is not just a moral imperative but also crucial for long-term business success.”

Traditional sectors, especially those outside Prague, have been slower to embrace these policies. “In the U.S., race relations have been the primary DEI focus, while in Europe, gender equality, accessibility, and inclusion take precedence,” Tikalová explains.

Currently, Czech women earn 17.1 percent less than men in similar roles, one of the largest gender pay gaps in the EU. The country ranks 23rd out of 33 OECD nations in labor market equality and 104th globally in gender equality.

Long parental leave, inflexible work policies, and a lack of pay transparency all contribute to this gap.

As an EU member, the Czech Republic is subject to directives promoting diversity, including upcoming mandates on pay transparency and gender balance on boards. “I’m glad we have [these directives] because they force companies to start looking for solutions,” says Tikalová.

Companies that sign the Ten Commandments pledge to uphold core DEI principles with a minimum standard of DEI practices, including audits, data collection to assess company culture, and actionable inclusion plans. These efforts aim for sustained progress, rather than just symbolic actions like celebrating Women’s Day.

“Leadership support is key to making DEI initiatives work,” Tikalová stresses. “In the past, DEI efforts were driven by HR departments, but now, they require active buy-in from leadership.”

A recent panel hosted in Prague by the Pride Business Forum and the European Pride Business Network focused on the impact of U.S. political changes and their global implications, especially for Europe.

Panelist Charlie Rounds, executive director of the Trans-It Foundation noted that while U.S. companies may publicly scale back DEI efforts due to political pressure, these activities are likely to continue behind the scenes, as diverse talent remains key to business success.

Human rights activist Fabrice Houdart further emphasized that companies that reduce their DEI efforts often never truly embraced its core principles, “The ones that understand diversity know it’s critical for talent,” he added.

Věra Jourová, lawyer and former European Commission Vice President for Values and Transparency, said, “I don’t like hysteria or panic...I don’t think this celebration of imposed masculinity will last forever.”

The founder of OPIM shares similar hopes, noting that while some U.S. companies are retreating from DEI initiatives, this trend isn’t necessarily reflected globally. For example, in the U.S. Deloitte recently instructed employees to remove pronouns from email signatures, yet its UK office said it refused to "sunset" diversity policies.

But Tikalová underscores that regardless of political stance, it’s important to clarify that DEI isn't about hiring without merit or prioritizing pronouns; it’s about “creating an environment where everyone feels valued and supported at work.”

The OPIM DEI Forum takes place from Oct. 1-2, 2025. As the largest international DEI conference in Central and Eastern Europe, it will feature speakers from the Czech Republic and abroad, discussing DEI trends and their impact on business, the public sector, and academia.