McKinsey Will ‘Boldy Pursue’ DEI in Face of Storm

Giant companies across the United States and around the world are scaling down DEI initiatives after US President Donald Trump’s executive orders – Costco, Target, Google and Disney, to name just a few. 

Consulting giants Deloitte and Accenture have joined this list, but McKinsey looks to be resisting.

“Some have asked whether we will continue to prioritise diversity in our meritocracy,” Global Managing Partner Bob Sternfels told staff in a memo dated Feb. 3 according to Bloomberg News.

“The answer is yes. We will continue to boldly pursue both, because these two things together — our diverse meritocracy — is what makes us distinctive and has defined who we are over our nearly 100 years,” he wrote.

The executive orders taking fire at DEI

This comes after US President Donald Trump signed executive orders after his 2025 inauguration aimed at stopping DEI programmes in the US Government and its federal contractors. 

“Ending Illegal Discrimination and Restoring Merit-Based Opportunity”, one executive order is titled. 

“Roughly 60 years after the passage of the Civil Rights Act of 1964, critical and influential institutions of American society… have adopted and actively use dangerous, demeaning and immoral race- and sex-based preferences under the guise of so-called ‘diversity, equity, and inclusion’ (DEI) or ‘diversity, equity, inclusion, and accessibility’ (DEIA) that can violate the civil-rights laws of this Nation,” the order reads.

It revokes a variety of laws that promoted diversity and inclusion within the government and orders a plan to be made to deter large organisations from having DEI programmes “that constitute illegal discrimination or preferences”.

A second order, titled “Ending Radical and Wasteful Government DEI Programs and Preferencing”, says that government DEI plans “demonstrated immense public waste and shameful discrimination”. 

McKinsey’s work in DEI

McKinsey doesn’t just implement DEI in its own organisation, but also supports others with initiatives. 

The firm says that employees are 152% more likely to try new ways of working when organisations are diverse and employee retention is 47% more likely at organisations seen as inclusive. 

Inside the firm, there are networks that provide mentoring, training and relationship-building opportunities for underrepresented groups including its Global Women’s Network and the McKinsey Black Network. 

It has invested more than US$20m in original research on the importance of women in leadership positions and the economy. 

McKinsey’s first woman colleague, Lillian Dombrowski, was hired in 1945, and in 2023 48% of its new hires were women. 

The firm has also launched the McKinsey Institute for Black Economic Mobility and the Black Leadership Academy, specifically aimed at promoting the economic advancement of Black communities and supporting Black leaders to grow.

“Diversity and inclusion shouldn’t be treated as a separate initiative—it must be embedded into everything we do,” Bob Sternfels, Global Managing Partner at McKinsey, says on the firm’s website.

“We know we are at our best when we create blended and diverse teams, and we have made steady progress, particularly as we hire and advance more women, people of colour and LGBTQ+ colleagues.” 

Maria Martinez, Global Senior Partner Election Committee, Co-Chair at McKinsey, says on its website: “I have been committed to a more diverse and inclusive workplace for over 20 years. 

“I know that diverse teams find better answers and create a work atmosphere where everyone can thrive. 

“At McKinsey, our programs—including flexibility, parental leaves and reboarding, training, and sponsorship—support our people and foster an inclusive culture across the globe.”

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