DEI in Tech: Which Companies Are Rolling Back & Who Remains Committed?

Shifting Landscape of DEI Initiatives in the U.S.

Across the United States, numerous organizations are currently scaling back their Diversity, Equity, and Inclusion (DEI) programs. This shift is occurring alongside the removal of DEI-related pledges from publicly accessible materials, largely due to escalating legal and political pressures originating from the Trump administration.

Recent Governmental Actions

Recently, Attorney General Pam Bondi issued directives to the Department of Justice. These instructions called for the investigation, subsequent elimination, and potential penalization of DEI initiatives considered unlawful within private sector entities receiving federal funding.

Furthermore, an executive order signed by Trump has effectively prohibited DEI practices within the federal government. This action was supported by Elon Musk, a South African immigrant and vocal critic of DEI principles.

Corporate Responses to the New Regulations

The governmental stance against diversity initiatives has prompted a variety of responses. Reports indicate that NASA is actively removing terminology such as “environmental justice” and phrases specifically focused on supporting women.

PBS was compelled to close its dedicated DEI office as a direct consequence of the changing environment.

Companies Adjusting DEI Policies

Within the corporate sector, a significant number of companies are reassessing their DEI strategies. Among those announcing rollbacks or modifications to their policies are McDonald’s, Harley-Davidson, Booz Allen, John Deere, Tractor Supply Company, Polaris, Lowe’s, Ford, Molson Coors, Walmart, Nissan, Accenture, and Target.

Goldman Sachs, for example, announced in February a decision to eliminate the requirement for corporate boards seeking to become publicly traded to include individuals from diverse backgrounds, specifically women and people of color.

Companies Maintaining Commitment to DEI

However, not all companies are abandoning their diversity efforts. Some organizations, including Apple, Costco, Delta, McKinsey, and JPMorgan, have publicly expressed their continued dedication to DEI principles.

Trend of Removing DEI References from Filings

A growing trend has emerged among companies to remove mentions of DEI from their 10-K filings. This practice, which began last year with companies like Tesla, GameStop, Workday, and Salesforce, has gained momentum throughout the current year.

The current status of DEI initiatives among technology companies as of 2025 is being closely monitored.

Requests for comment have been directed to each of the aforementioned companies.

Amazon

Amazon continues to display its dedication to diversity, equity, and inclusion on its dedicated “positions” webpage.

Recent reports, based on a leaked internal memo as covered by Bloomberg, indicate the company is phasing out certain DEI programs and resources deemed no longer current.

Specifically, a 2021 post emphasizing the importance of DEI has been taken down.

Furthermore, references to diversity have been reduced within the text of Amazon’s most recent annual 10-K filing with the SEC.

Company Statement

Responding to inquiries from TechCrunch, an Amazon representative directed attention to the “positions” page.

The spokesperson affirmed that Amazon remains “committed to creating a diverse and inclusive company,” as explicitly stated on the page.

This suggests a shift in approach rather than a complete abandonment of DEI principles.

The company is streamlining its efforts, focusing on current initiatives.

Apple

For several years, Apple has maintained a public statement on its website affirming its commitment to fostering a culture of inclusion.

This commitment includes efforts to broaden representation within its teams and to establish accountability measures throughout the organization.

Shareholder Response to DEI Policies

Recently, at Apple’s shareholder meeting, a proposal originating from a conservative-leaning group was voted down.

The proposal sought the removal of Diversity, Equity, and Inclusion (DEI) policies from the company’s practices.

Prior to the vote, Apple had formally recommended that its shareholders oppose the submitted proposal.

Continued Commitment

The rejection of this proposal signals Apple’s continued dedication to its stated DEI objectives.

This outcome underscores the company’s resolve to maintain and potentially expand its initiatives focused on diversity and inclusion.

Google

Recent reports indicate that Google is discontinuing the practice of setting specific targets for diversity in its hiring processes. This shift accompanies a reevaluation of its longstanding diversity reports, which have been published annually since 2014.

The company is also undertaking a comprehensive review of all its Diversity, Equity, and Inclusion (DEI) initiatives. This review aims to guarantee full compliance with recent executive directives designed to limit the scope of DEI programs.

Changes to Online Presence

Google has made several alterations to its online platforms. Language emphasizing underrepresented groups has been removed from its grant application website.

Additionally, references to diversity and equity have been eliminated from the webpage dedicated to its responsible AI team.

Adjustments to Financial Reporting

A notable change has been observed in Google’s annual 10-K filing. The latest filing omits any mention of diversity, a significant departure from the 2023 report, where the term appeared eight times.

Calendar Updates

Late in the previous year, Google removed a substantial number of culturally focused events from the default view of the Google Calendar. This action further reflects the company’s evolving approach to DEI-related activities.

These adjustments collectively signal a change in Google’s public commitment to, and internal strategies for, promoting diversity and inclusion.

IBM

IBM continues to maintain its webpage dedicated to inclusion initiatives. Following engagement with a shareholder, the Heritage Foundation – a conservative think tank – formally requested that IBM eliminate its diversity, equity, and inclusion (DEI) pay incentive targets.

However, IBM has taken steps to prevent the shareholder proposal from being considered.

Shareholder Concerns and IBM’s Response

The request from the Heritage Foundation centers on the belief that DEI-related pay incentives may not align with maximizing shareholder value. IBM, while acknowledging the concerns, has actively moved to block the proposal from reaching a vote.

This action indicates IBM’s commitment to its current DEI strategy, despite external pressures to modify it.

DEI Pay Incentives: A Closer Look

DEI pay incentives are increasingly common among large corporations. They tie a portion of executive or employee compensation to the achievement of specific diversity goals.

These goals can include increasing representation of underrepresented groups within the workforce or improving scores on diversity-related metrics. IBM’s specific targets are now the subject of debate.

The debate highlights a growing tension between corporate social responsibility initiatives and shareholder expectations regarding financial performance.

Intel

Recent filings with the SEC reveal that Intel has revised some of its statements concerning Diversity, Equity, and Inclusion (DEI). Specifically, the company reduced the extent of language dedicated to DEI within its latest 10-K filing.

Furthermore, previously established diversity targets have been removed from these documents. Despite these changes, Intel maintains a public commitment to diversity and inclusion.

Website Statement

On the company’s official website, Intel continues to assert that “diversity and inclusion are among the most important forces driving the company’s evolution and reinvention.” This indicates a continued prioritization of these values in its overall strategy.

The modification in the 10-K filing represents a shift in public reporting, while the website statement confirms the ongoing importance of DEI initiatives internally.

It is important to note the distinction between internal practices and externally reported metrics regarding DEI at Intel.

Medium's Commitment to DEI

The online publishing platform, Medium, recently affirmed its dedication to Diversity, Equity, and Inclusion (DEI) initiatives. This commitment was communicated through a statement published on the company’s official blog.

CEO's Stance on Values

According to the CEO of Medium, a majority of individuals prioritize comprehension and mutual respect. This is viewed as being more valuable than fostering animosity or societal fragmentation.

The leadership at Medium believes in cultivating an environment where diverse perspectives are welcomed and valued. This stance underscores their ongoing efforts to promote inclusivity within the platform.

Continued Focus on Inclusivity

The blog post explicitly stated that Medium will continue to prioritize DEI as a core principle. This indicates a long-term strategy focused on building a more equitable and representative online community.

Understanding and respect are considered fundamental to the platform’s ethos. Medium aims to be a space where constructive dialogue can flourish, free from the constraints of prejudice and discord.

Meta’s Shift in DEI Initiatives

Recent reports indicate that Meta is discontinuing certain Diversity, Equity, and Inclusion (DEI) programs. These changes affect areas such as recruitment, vendor selection, and employee development, as detailed in an internal memo obtained by Axios.

Program Adjustments and Team Restructuring

According to the leaked communication, Meta has dissolved its dedicated DEI team. Furthermore, the company is abandoning specific representation targets.

This decision aims to ensure that all choices are perceived as being based purely on merit, rather than demographic factors. The memo explicitly states the intention to dispel any notion of decisions being influenced by race or gender.

Rationale Behind the Changes

Meta asserts that its practices have always prioritized qualifications and suitability. However, the company recognizes the potential for misinterpretation regarding its previous DEI efforts.

The stated goal is to foster a perception of impartiality in all decision-making processes. Meta has not publicly confirmed the details of these changes, declining to provide a comment when approached by Axios.

Impact of the Restructuring

The elimination of these programs and the DEI team represents a significant shift in Meta’s approach to diversity and inclusion. It remains to be seen how these changes will affect the company’s workforce composition and supplier relationships.

The move underscores a broader trend among some companies to reassess their DEI strategies in light of legal and public scrutiny. This adjustment is intended to align Meta’s practices with a focus on equal opportunity.

Microsoft

In October 2024, Microsoft published its annual inclusion report. Within this report, CEO Satya Nadella emphasized the critical role of workforce diversity.

Despite this stated commitment, Microsoft made the decision to eliminate its internal Diversity, Equity, and Inclusion (DEI) team earlier in the year, in July.

The rationale provided for this restructuring, as detailed in a memo obtained by Business Insider, centered around “changing business needs.”

This action occurred following a period where the company publicly championed the benefits of a diverse and inclusive work environment.

The timing of the DEI team’s disbandment raises questions regarding the practical application of Microsoft’s stated values.

The leaked memo suggests a shift in priorities, despite ongoing public messaging focused on inclusion.

Report and Restructuring

The 2024 inclusion report serves as a public-facing document outlining Microsoft’s progress on diversity initiatives.

Conversely, the reduction of the DEI team represents an internal adjustment with potentially significant implications.

These two events, occurring within the same year, present a complex picture of Microsoft’s approach to diversity and inclusion.

Further analysis will be needed to fully understand the long-term effects of these decisions.

The company’s future actions will be closely watched by stakeholders interested in its commitment to DEI.

Nvidia

Currently, Nvidia maintains a publicly accessible page focused on “diversity, inclusion, and belonging.” This commitment is further evidenced by the release of their 2024 Sustainability Report.

Within the report, a dedicated section continues to address “People, Diversity and Inclusion,” highlighting the company’s ongoing efforts in these areas.

Report Details

The 2024 Sustainability Report explicitly outlines Nvidia’s initiatives related to its workforce and fostering an inclusive environment.

This demonstrates a continued prioritization of diversity and inclusion as integral components of the company’s broader sustainability strategy.

Continued Commitment

Despite evolving societal discussions, Nvidia has chosen to retain its public statements and reporting on diversity and inclusion.

This suggests a sustained dedication to these principles within the organization’s operational framework and public image.

The presence of this information in the sustainability report underscores its importance to Nvidia’s overall corporate responsibility goals.

OpenAI

A notable shift has occurred at OpenAI, as evidenced by a recent alteration to their website. The company’s previously titled “Commitment to Diversity” page has been renamed to “Building Dynamic Teams.”

Website Update

This change isn't merely cosmetic. All references to diversity and inclusion have been completely removed from the webpage’s content.

The original page explicitly focused on the organization’s dedication to fostering a diverse and inclusive environment. Now, the emphasis appears to be solely on team dynamics.

Implications of the Change

This modification raises questions regarding OpenAI’s current priorities. The removal of explicit commitments to diversity and inclusion has sparked discussion within the tech community.

It’s important to note that OpenAI has not publicly commented on the reasoning behind this change. The alteration was discovered through observation of the website itself.

Further Details

The updated page now concentrates on the principles of constructing effective and adaptable teams. However, the specific strategies for achieving this are not detailed in relation to diversity initiatives.

Observers suggest this change may reflect a broader trend within the tech industry. Some companies are reassessing their diversity and inclusion programs.

Oracle

Currently, Oracle maintains its publicly accessible “Culture and Inclusion” page.

This page articulates the company’s belief that a multiplicity of viewpoints enhances team performance and fosters effective collaboration.

Diversity and Collaboration

The stated aim is to build stronger teams.

This is achieved, according to Oracle, by actively empowering collaborative efforts through diverse perspectives.

Company Stance

Oracle’s public messaging emphasizes the value it places on inclusivity.

The company positions diversity not merely as a social goal, but as a key driver of team strength and operational synergy.

Core Beliefs

• Diverse perspectives are considered fundamental to team success.
• Collaboration is actively encouraged and supported.
• Inclusion is viewed as a means of empowering employees.

These principles are highlighted on the “Culture and Inclusion” page, representing Oracle’s publicly declared commitment.

The company believes these factors contribute to a more robust and innovative work environment.

Salesforce

A shift in strategy is underway at Salesforce, involving the discontinuation of previously established diversity-focused hiring objectives. This decision coincides with the removal of the term “diversity” from the company’s most recent 10-K filing with the Securities and Exchange Commission.

Changes to Hiring Practices

Salesforce has opted to eliminate specific targets related to diversity in its recruitment processes. This represents a departure from prior initiatives designed to increase representation of underrepresented groups within the organization.

Removal from Financial Reporting

Notably, the word “diversity” is no longer present in Salesforce’s 10-K filing. This annual report provides a comprehensive overview of a company’s financial performance and business activities.

Implications of the Decision

The alterations to Salesforce’s hiring approach and financial disclosures have sparked discussion regarding the company’s commitment to diversity, equity, and inclusion. These changes are occurring within a broader legal and political context surrounding diversity initiatives.

It is important to note that the company has not explicitly stated a complete abandonment of DEI principles, but rather a change in how these principles are operationalized and reported.

Tesla

Last year, Tesla removed references to diversity, equity, and inclusion initiatives from its annual 10-K filing. This decision aligns with the publicly stated views of Elon Musk, the company’s CEO, who has frequently voiced opposition to DEI programs.

To date, Tesla has published a single report focused on diversity, equity, and inclusion, which was released in 2020.

DEI Report and Subsequent Changes

The 2020 report represented Tesla’s initial and, thus far, only comprehensive disclosure regarding its efforts in diversity, equity, and inclusion. Following its release, the company ceased further publication of such reports.

The removal of DEI-related language from the 10-K suggests a shift in the company’s public reporting strategy concerning these matters. This change reflects the perspective of its leader, Elon Musk.

Musk’s Stance on DEI

Elon Musk has consistently expressed skepticism regarding the value and implementation of diversity, equity, and inclusion initiatives. His criticisms have been widely reported and are well-documented.

This outspoken opposition is considered a key factor in Tesla’s decision to discontinue the publication of DEI reports and remove related mentions from official filings.

Implications of the Changes

• Reduced transparency regarding Tesla’s workforce demographics.
• A clear signal of the company’s priorities under current leadership.
• Potential scrutiny from stakeholders interested in DEI practices.

The alterations to Tesla’s reporting practices have sparked discussion about the company’s commitment to fostering a diverse and inclusive workplace. The absence of updated data makes it difficult to assess current progress.

Tesla’s actions are being closely watched by observers of corporate social responsibility and DEI trends.

Workday

Despite removing references to specific diversity goals from its 2023 10-K filing – following a previous pledge to enhance the representation of Black and Latino employees – Workday maintains a dedicated Diversity, Equity, and Inclusion (DEI) page on its website.

The company’s DEI page articulates that diversity extends beyond a business necessity, asserting it is fundamental to all organizational activities.

Recent DEI Reporting

Workday published its 2024 Global Impact Report, and continues to employ a Chief Diversity Officer, indicating ongoing commitment to DEI initiatives.

This suggests a continued focus on diversity and inclusion, even as publicly stated numerical targets have been removed from formal financial disclosures.

Continued Commitment

The presence of both the DEI page and the Chief Diversity Officer role demonstrates that Workday still prioritizes diversity as a core value.

While the approach to publicly reporting on diversity metrics may have shifted, the underlying commitment appears to remain.

• The 2023 10-K form no longer includes diversity targets.
• Workday’s DEI page remains active online.
• A 2024 Global Impact Report was released.
• The company still has a Chief Diversity Officer.

These factors collectively illustrate a nuanced situation regarding Workday’s diversity efforts.

Uber

Recent changes have been implemented by Uber regarding how executive compensation is determined. Specifically, a previously utilized incentive linked to the company’s diversity progress has been removed.

Furthermore, the commitment to actively consider candidates from underrepresented groups – specifically women and people of color – when filling board positions or other vacancies, has been rescinded.

Changes to Public Statements

A section within Uber’s proxy statement that previously emphasized diversity as a core value has also been eliminated. This represents a significant shift in public messaging.

According to reports from the SF Examiner, the term "diversity" was not used at all in Uber’s most recent 10-K filing.

Removal of Dedicated Section

Notably, the entire section dedicated to diversity and inclusion was removed from the latest 10-K filing. This indicates a broader de-emphasis of these initiatives within the company’s official reporting.

These alterations suggest a change in priorities concerning diversity, equity, and inclusion at Uber. The company has effectively removed measurable goals and public statements related to these areas.

UnitedHealth Group

Significant alterations have been made to UnitedHealth Group’s online presence, specifically concerning content related to Diversity, Equity, and Inclusion (DEI). A noticeable reduction in publicly available DEI information is now apparent.

Previously accessible webpages specifically focused on DEI initiatives are currently unavailable, resulting in loading errors for users. This suggests a deliberate removal of these resources.

Website Content Removal

Furthermore, a blog post originally published in 2022, featuring a vice president discussing DEI principles, has also been taken down from the company website. This action contributes to the overall diminishing visibility of DEI-related content.

The changes indicate a shift in how UnitedHealth Group publicly communicates its commitment to, or focus on, diversity, equity, and inclusion. The extent of these changes is currently under review.

It is important to note that the removal of these pages does not necessarily indicate a change in internal policies, but rather a change in external messaging and transparency regarding DEI efforts.

Yahoo

Recent changes have been observed on Yahoo’s website, involving the removal of content pertaining to diversity, equity, and inclusion (DEI).

Specifically, pages and sections formerly dedicated to DEI topics have been taken down.

Content Removal Details

The company’s dedicated DEI page now redirects users to a page listing Yahoo’s executive leadership team.

Furthermore, access to the 2022 diversity report is no longer available, as the page fails to load.

It is worth noting that Yahoo is the parent company of TechCrunch, and on March 21st, Regent announced its intention to acquire TechCrunch.

This information is disclosed for transparency regarding potential affiliations.

Zoom

Last year, Zoom eliminated positions within its Diversity, Equity, and Inclusion (DEI) team as part of broader workforce reductions.

A leaked internal memo, reported by Bloomberg, indicated the company intends to collaborate with external consultants.

These consultants will be tasked with engaging the entire workforce and concentrating efforts on “inclusion” initiatives.

Diversity Reporting

Zoom’s website shows the company published its initial diversity report in 2020.

A subsequent report was released in 2022, but no diversity report appears to have been made public since then.

The decision to discontinue in-house DEI roles coincides with a shift towards utilizing external expertise for these programs.

This approach aims to encompass all employees in the company’s diversity and inclusion strategies.