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Dramatic shifts in US policies on diversity, equity, and inclusion (DEI) carry deep economic consequences. Beyond the immediate harm to trans individuals, these policies pose threats to multinational companies that have long defended inclusive workplace values. Their leaders must now navigate a cultural minefield where staying silent risks public backlash, while openly supporting trans employees can invite legal and political complications. The business repercussions of this moral issue could affect everything from brand reputation to talent retention.

The 1930s witnessed not only an economic crisis, but also a transformation of the international system fuelled, in part, by misguided political and trade decisions. This historical lesson, as the current case of Trump’s tariffs demonstrates, continues to be ignored by leaders who prioritise short-term populist measures over global economic stability.

People struggle to express tolerance for different moral values – for instance, about sexual orientation, helping the poor, being a stay-at-home mother and so on. In study after study, people are less willing to help, share with, date, be roommates with and even work for people who have different moral values. Even children and adolescents express more willingness to shun and punish moral transgressors than people who do something personally obnoxious or offensive but not immoral.

Three Mile Island was the site in 1979 of a partial meltdown at the plant’s Unit 2 reactor. The Nuclear Regulatory Commission calls this event “the most serious accident in U.S. commercial nuclear power plant operating history,” although only small amounts of radiation were released, and no health effects on plant workers or the public were detected. Unit 1 was not affected by the accident. University of Michigan nuclear engineering professor Todd Allen explains what restarting Unit 1 will involve, and why some other shuttered nuclear plants may also get new leases on life.