Terex Corporation

Terex received a score of 100 on the 2026 Corporate Equality Index (CEI) from the Human Rights Campaign (HRC), a political stakeholder group. The company recruits employees based on sexual identity issues. The company discriminates against vendors that do not promote divisive sex and gender policies, indicating it prioritizes sexual issues over merit (1)(2)(3). The company received a score of 100 on the 2025 Corporate Equality Index (CEI) from the Human Rights Campaign (HRC), a political stakeholder group. The company recruits employees based on sexual identity issues. The company discriminates against vendors that do not promote divisive sex and gender policies, indicating it prioritizes sexual issues over merit (4)(5). Terex integrates ESG into its business practices. From its Supplier Code of Conduct: “Terex expects Suppliers to support us in achieving our environmental goals and demonstrate a commitment to responsible environmental stewardship by using a continuous improvement approach to enhance their environmental performance and reduce their carbon footprint” (6). From its 2023 ESG Report: “…we added a “DEI Stretch Plan” to the Company’s Management Incentive Bonus program to help accelerate our DEI journey” (7). The company promotes divisive sex and gender policies. Its Supplier Code of Conduct requires international vendors to include sexual orientation and gender identity in their nondiscrimination policy (8). However, Terex has not publicly canceled customers, suppliers, or vendors based on political views or religious beliefs (9).

Terex’s HRC 2026 CEI rating indicates the company will not donate to non-religious charities unless they embrace controversial sexual identity policies (1)(2)(3). The company’s HRC 2025 CEI rating indicates the company will not donate to non-religious charities unless they embrace controversial sexual identity policies (4)(5). Terex does not appear to discriminate against religious organizations based on views or beliefs (6).

Terex’s HRC 2026 CEI rating indicates the company forces employees to attend at least one, controversial training on gender identity, sexual orientation, transgender issues, and divisive racial ideology. The company provides gender transition guidelines for its employees and a specific benefits guide with a comprehensive explanation of transgender services funded by the company (1)(2)(3). The company’s HRC 2025 CEI rating indicates the company forces employees to attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology. The company provides gender transition guidelines for its employees and a specific benefits guide with a comprehensive explanation of transgender services funded by the company (4)(5). Terex offers unconcious bias training to its employees (6). In 2024, the company rebranded its DEI training as Inclusion training; despite the rebranding, the underlying divisive corporate policies/practices appear to remain in place (7). Terex appears to prioritize diversity over merit in its recruitment, hiring, and leadership composition. From its Culture & Inclusion page: “Our global strategy for culture and inclusion emphasizes targeted execution of our four pillars: Recruit, Engage, Develop, and Retain” (8). From its 2023 ESG Report: “Expanded the talent pipeline to ensure additional focus on female/ non-majority talent; Developed relationships with diverse recruiting agencies; Developed partnerships with local and national orgs who are committed to supporting diverse talent; Continued to integrate DEI into interview training;” “Diversity is an integral part of our Board recruiting strategy” (9). The company appears to prioritize diversity over merit in its business structure through the establishment of gender and racial targets for its leadership composition. The company is seeking leadership that is 24% women and 17% ethnically diverse. (10). Terex has a history of using gender and racial targers for its leadership composition. However, in 2024, the company removed these targets from its 2024 Sustainability Report. To date, the company has not publicly addressed this change, leaving shareholders without clarity regarding the company’s reasoning or future direction (11). The company is an affirmative action employer. “An Equal Opportunity Employer/Affirmative Action Employer/M/F/D/V” (12)(13). Terex does not provide viewpoint protections for its employees (14).

Terex’s HRC 2026 CEI rating indicates the company potentially agrees to allow a controversial stakeholder group focused on sexual identity issues to dictate marketing or advertising strategy. By doing so, the company risks dividing employees, alienating customers and harming shareholders (1)(2)(3). The company’s HRC 2025 CEI rating indicates the company agrees to allow a controversial stakeholder group focused on sexual identity issues to dictate marketing or advertising strategy. By doing so, the company risks dividing employees, alienating customers and harming shareholders (4)(5). Terex is aligned with the Paris Agreement, which entails a commitment to net zero carbon emissions by 2050 (6). The company supports DEI and ESG within its business practices. From its Code of Ethics: “We all have a role to play to ensure inclusion is embedded in all we do” (7). From its 2022 ESG Report: “ESG has been front and center at Terex for many years” (8). Terex scored a 100 out of 100 on the 2023-2024 Corporate Equality Index (CEI) from the Human Rights Campaign (HRC), a political stakeholder group (9)(10).

Terex’s HRC 2026 CEI rating indicates the company covers transgender related costs for its employees and their children, including paid short-term leave, puberty blockers, cross-sex hormones, chest surgeries, genital surgeries, medical visits, lab monitoring, and mental health benefits. The company also covers at least five of the following services: reconstructive hair removal, cosmetic hair removal, tracheal shave or reduction, facial surgeries, voice modification surgery, voice modification therapy, lipoplasty or filling for body masculinization or feminization, and travel and lodging expenses. Additionally, the company has potentially pledged philanthropic support of at least one organization or event that promotes sex and gender ideology. By allowing a political stakeholder group to dictate operations, the company increases health care costs and risks dividing employees, alienating customers and harming shareholders (1)(2)(3)(4). The company’s HRC 2025 CEI rating indicates the company covers transgender related costs for its employees and their children, including paid short-term leave, puberty blockers, cross-sex hormones, chest surgeries, genital surgeries, medical visits and lab monitoring, travel and lodging. Additionally, the company has pledged philanthropic support of at least one organization or event that promotes sex and gender ideology. By allowing a political stakeholder group to dictate operations, the company increases health care costs and risks dividing employees, alienating customers and harming shareholders (5)(6). Otherwise, there are no publicly known cases of Terex using corporate funds to advance ideological causes, organizations, or policies (7).

Terex’s HRC 2025 CEI rating indicates the company publicly advocated for controversial sex and gender ideology through local, state or federal legislation or initiatives. By allowing a political stakeholder group to dictate operations, the company risks dividing employees, alienating customers and harming shareholders (1)(2). Terex Corporation has not used its PAC donations for ideological purposes and does not report on its lobbying at this time (3)(4)(5). The company’s PAC has been defunct since 2022 (6)(7).