What Do Corporations Owe the People Who Trust Them?

Jan de Vries · 2026-06-05

We're seeing a big shift in corporate America right now. Many companies are rolling back their DEI programs—Diversity, Equity, and Inclusion initiatives that were once front and center. It's got people asking a tough question: what do corporations actually owe the people who trust them? It's not just about employees. It's about customers, communities, and the broader public. When a company makes a promise, like committing to diversity, and then quietly backs away, it erodes trust. And trust, once broken, is hard to rebuild. ### The DEI Rollback Trend Over the past year, several major U.S. companies have scaled back their DEI efforts. Some have cut dedicated DEI roles. Others have stopped setting public diversity goals. The reasons vary: pressure from investors, political backlash, or a shift in priorities toward cost-cutting. But here's the thing: these rollbacks happen in a context. Companies spent years marketing their DEI commitments as core values. They used them to attract talent and customers. Now, when the going gets tough, those values seem to be the first thing on the chopping block. That's a problem. - **Trust is built on consistency.** If a company says one thing and does another, people notice. - **Accountability matters.** When promises are abandoned without explanation, it feels like a betrayal. - **Profit vs. principle.** The tension between making money and doing what's right is real, but it doesn't have to be a zero-sum game. ### Moral Authority vs. Profit-Driven Decisions Corporations aren't charities. They exist to make money. But that doesn't mean they have no moral obligations. When a company benefits from the trust of its stakeholders—employees who work hard, customers who buy products, communities that host their operations—it owes them something in return. > "Trust is not a commodity you can buy. It's a relationship you earn." That quote sums it up. You can't just announce a DEI program and expect it to stick without genuine commitment. And you can't walk away from it without damaging the relationship. So what do corporations owe? At minimum, honesty. If a company needs to change direction, it should explain why. Transparency goes a long way. Beyond that, they owe accountability. If they made promises, they should be held to them—or face the consequences of breaking them. ### What This Means for Stakeholders For employees, this is personal. DEI programs aren't just policies; they affect people's lives. When a company rolls back these initiatives, it sends a message about who it values. That can lead to lower morale, higher turnover, and a loss of diverse talent. For customers, it's about values. More and more people want to buy from companies that align with their beliefs. If a company abandons its stated values, customers may take their money elsewhere. For investors, it's about risk. A company that breaks trust faces reputational damage, which can hurt its bottom line in the long run. Short-term cost savings from cutting DEI might not be worth the long-term cost of lost trust. ### Finding a Better Way The answer isn't to ignore profit. It's to find a balance. Companies can be profitable and still honor their commitments. They can adapt their DEI strategies without abandoning them entirely. The key is to be transparent about changes and to involve stakeholders in the conversation. At the end of the day, corporations owe the people who trust them a basic level of respect. That means keeping promises when possible, explaining changes when necessary, and always remembering that trust is the foundation of any lasting relationship. Without it, even the most profitable company is on shaky ground.