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TheCorporateCounsel

TheCorporateCounsel.net

A basis for research and practical guidance focusing on federal securities laws, compliance & corporate governance.

DealLawyers

DealLawyers.com

An educational service that provides practical guidance on legal issues involving public and private mergers & acquisitions, joint ventures, private equity – and much more.

CompensationStandards

CompensationStandards.com

The “one stop” resource for information about responsible executive compensation practices & disclosure.

Section16.net

Section16.net

Widely recognized as the premier online research platform providing practical guidance on issues involving Section 16 of the Securities Exchange Act of 1934 and all of its related rules.

PracticalESG

PracticalESG.com

Keeping you in-the-know on environmental, social and governance developments

I’ll admit it right off the bat – this blog is straight from John at TheCorporateCounsel.net. There isn’t a way to be more clear and concise:

“Winston & Strawn looked at 2025 Fortune 100 proxy filings, and their recent blog says that the Trump administration’s executive orders targeting DEI programs have influenced the way that public companies talk about DEI in their proxy statements:

An overwhelming majority (68 out of 74 companies reviewed) of public Fortune 100 companies parsed back references to DEI initiatives in their proxy statements in at least some way. A number of public companies took a literal approach and reduced the frequency with which the words ‘diversity’ or ‘diverse’ appear in their proxy statements. Others chose to qualify any mention of ‘diversity’ with phrases such as ‘of experiences and backgrounds’ instead of explicitly mentioning gender or race. Some companies took deliberate steps to minimize the visibility of their diversity matrices, such as rendering them in gray scale, shrinking their size, or including them in less-prominent sections of the proxy statement.

A handful of companies eliminated any mention of diversity entirely, but the more common approach was to repackage the same information in a more scaled-back form, presumably to mitigate legal and regulatory risk. Out of 74 companies reviewed, 38 companies highlighted women directors/general board gender diversity, 33 companies highlighted racially diverse directors, and only two companies highlighted LGBTQ+ directors.

The blog also says that after the 5th Cir.’s decision to invalidate Nasdaq’s Board Diversity Rule, many companies have opted to eliminate board diversity matrix disclosure. Winston & Strawn found that only three of the 14 Fortune 100 Nasdaq-listed companies it reviewed, only three continued to include the diversity matrix in their 2025 proxy statements.”

It is worth keeping in mind that we are hearing most companies are still doing work on DEI and other ESG/sustainability programs – they just aren’t discussing it in regulatory filings for the time being.


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The Editor

Lawrence Heim has been practicing in the field of ESG management for 40 years. He began his career as a legal assistant in the Environmental Practice of Vinson & Elkins working for a partner who is nationally recognized and an adjunct professor of environmental law at the University of Texas Law School. He moved into technical environmental consulting with ENSR Consulting & Engineering at the height of environmental regulatory development, working across a range of disciplines. He was one of… View Profile