In this paper, we explore how institutional actors push or resist equality, diversity and inclusion in light of power relations in their respective country contexts. We conducted interviews with a range of institutional actors, including governmental organizations, employer representatives, unions, professional associations, and civil society organizations working on EDI issues in Germany and Turkey, two countries with very different socioeconomic and political settings. Our findings suggest that EDI fields are structured by country-specific power relations: they appear as competitively dispersed in Germany and politically polarized in Turkey, depending on the social position of the actors and the type of field fragmentation. These field characteristics, in turn, nurture different patterns of actors’ strategies such as framing and mobilizing aimed at maintaining or disrupting the institutionalized status quo of EDI. We propose that a critical, power-sensitive institutional work approach to EDI is a useful lens through which to examine extra-organizational country contexts in international HRM research and, in particular, context-sensitive studies of EDI. As a practical implication, EDI and HR managers will be sensitized to the relevance of building coalitions with external stakeholders if they are to advance EDI within their organizations.