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Last week, Nieman Lab reported that Gannett, the country’s largest newspaper chain, had removed references to “diversity” from its corporate site and would stop publishing diversity information for its newsrooms.

This week, it’s the parent company of Reuters that is erasing “diversity” references and “clarifying some of [its] talent practices and language,” according to an email shared with New York Times media reporter Ben Mullin. Thompson Reuters did not immediately respond to a request for comment.

scoop: The parent company of Reuters is dropping “diversity” in favor of “belonging” in response to Trump E.O. “to ensure ongoing compliance,” per confidential memo I just received.

— Ben Mullin (@benmullin.bsky.social) April 15, 2025 at 10:10 AM

Both Gannett and Thomson Reuters cited an executive order from the White House when announcing the changes.

According to the email posted by Mullin, Thompson Reuters states that “as a U.S. federal government contractor,” it is “especially important” the company “continues to comply with any applicable federal, state, and local laws, as well as rules, regulations, and EOs.” Thomson Reuters has provided the federal government with software and information services Thomson Reuters Special Services for decades. (The news agency Reuters is also owned by Thomson Reuters but is a separate legal entity from TRSS.) One such contract was recently “misleadingly depicted” by Elon Musk.

As part of the changes, Thomson Reuters will replace “diversity” with “belonging” and provide additional “guidance” to managers who will “articulate and implement [hiring] programs and practices.”

“We know that pulling from the broadest pool of talent ensures we’re building a culture full of colleagues with unique and different perspectives that help us challenge our thinking, lead to the best decisions, and deliver for our customers,” the email posted by Mullin reads. “And, while inclusion opens the door, belonging is our ongoing work to ensure all colleagues have opportunities to connect, grow, and thrive.”

The executive order does not fully define “illegal DEI” but legal analysis has indicated that the “riskiest policies” likely include making employment-related decisions on protected characteristics such as race, diverse interview policies, and basing compensation or performance reviews on achieving diversity targets.

“Less likely to draw the same level of scrutiny would be sponsoring employee resource groups that are open to all, or encouraging wider interview pools to include diversity of background, thought, and experience,” according to analysis from Cleary Gottlieb.

In the email, Thomson Reuters says it will continue to offer employee groups, mentorship, and training programs — all of which “remain open to all employees.”