Multiplicity, evenhandedness, and belonging… Variety, balance, and a warm welcome… US companies are searching for synonyms; the thesauruses of their in-house counsel are now dog-eared and well thumbed. In the wake of US President Donald Trump’s executive orders to eliminate diversity, equity, and inclusion (DEI) programs within the federal government and to direct federal agencies to act against DEI policies in the private sector, some American companies have scrambled to change their language. With President Trump’s direction to prosecute discrimination alleged to be under the guise of DEI, using the term “DEI” on a company website risks painting a big red target on those companies. While some have opted to adjust the descriptions of their programs aimed at improving the status of marginalized groups, others are scrapping their DEI programs entirely. However, US-invested companies should be cautious in eliminating their DEI programs globally, as some elements of these programs are obligations under local laws. In this article, we note some key points for American companies to consider in respect to their subsidiaries based in Vietnam, Thailand, and Cambodia. Background President Trump issued an executive order on January 21, 2025, titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity.” Among other things, this executive order instructs the attorney general to cooperate with the heads of federal agencies to identify private-sector companies with discriminatory DEI programs. This executive order is premised on the idea that actions favoring members of marginalized groups over majority or dominant groups constitute illegal discriminatory action. An example of this would be hiring quotas for women or visible minorities, which this worldview alleges has resulted in white male candidates being turned down in favor of female or Black candidates. Public companies and large nonprofit organizations identified as engaging in illegal discriminatory conduct through their DEI programs may be