PepsiCo no longer uses representation hiring targets and has shifted its attention toward more generalized business objectives in its supplier diversity program, according to a memo circulated by CEO Ramon Laguarta. Instead of DEI, they have a new page on their website titled "Inclusion for Growth."
"At PepsiCo, inclusion fuels our long-term growth," the page's title announces, highlighting the word "inclusion" in a dull yellow. "Our company has a deep history of building an inclusive and respectful workplace culture." Clearly, this change is merely a superficial change to distance themselves from the "DEI" terminology.
Despite Pepsi-Co rolling back their DEI initiatives, rival Coca-Cola is standing on business, claiming that changing their policies is bad for business. Their Diversity, Equity, & Inclusion page remains live on their website, stating, "Learn about The Coca-Cola Company's growth strategies related to diversity, equity and inclusion in communities and our workplaces worldwide."
Even more, they provide a timeline of their historical commitment to DEI, which started in 1934 when the first woman was elected to the Board of Directors. Clearly, their DEI strategy isn't going anywhere!
Google, a Silicon Valley giant, has adjusted its DEI strategy by removing diversity hiring targets and reevaluating programs aimed at increasing underrepresented employee representation. The tech giant has removed DEI initiatives from its public reports, ceased diversity hiring targets, and scaled back the regional observance of cultural events like Pride Month or Black History Month, calling them operationally "unsustainable" globally.
According to a memo circulated throughout the company in February 2025, executives wrote that Google "will not engage in illegal discrimination, including illegal DEI," pointing to shifting public opinion through “U.S. Executive Orders, court decisions, and many companies making changes to their DEl programs in recent weeks.”
Johnson & Johnson remains steadfast in its mission to advance DEI, actively recruiting leaders to oversee and implement robust initiatives. The company has continually prioritized the inclusion of diverse talent pools, expanding representation across all levels of its workforce. Their initiatives go beyond recruitment, focusing on equitable healthcare access and partnerships with underrepresented community organizations.
Their "Diversity, Equity & Inclusion" webpage states: "Diversity at Johnson & Johnson is about each of our unique perspectives. It’s about us, our colleagues and the world we care for – all backgrounds, beliefs, abilities and the entire range of human experience. We are building on our strong foundation to meet the needs of the evolving world and to make meaningful change at Johnson & Johnson and for society as a whole."
Disney has quietly rebranded its DEI metrics, removing diversity-focused content warnings from older films and shifting public-facing diversity discussions toward broader talent strategies. This change is a wild shift from their 2021 "Reimagine Tomorrow" initiative, which ensured 50% of characters came from underrepresented groups.
Bob Iger stated, "As the CEO of the company, my job is to strive to do what I think is best for our business and that includes to invest in what's best for our cast members or our employees and what would enable both to flourish. I don't think we should or can weigh in on every issue. I also understand there will be grey areas. The standard is when we take a position on matters, there's a true reason why and in almost all cases it has to be because it directly affects our business or our people."
The iconic jeweler remains steadfast in advancing diversity. DEI efforts include mentorship programs for women and minorities, plus partnerships fostering equitable pathways in the fashion and luxury industries. The LVMH Inclusion Index webpage serves as "the Group’s observatory to recognize and stimulate Diversity and Inclusion initiatives across the Group."
"The Inclusion Index has broadened its scope in 2029 to include initiatives related to inclusion of the LGBTI+ community. Since 2022, it captures all Diversity & Inclusion Initiatives under 6 reporting categories: Gender Equity, LGBTI+ Inclusion, Disability Inclusion, Origins (national & social), Generations and Inclusive Culture (cross-cutting initiatives to enhance the overall experience of our talent, partners and customers)."
This global consulting firm began phasing out diversity targets in hiring and promotions in February 2025. Accenture framed the decision as an adjustment to the political landscape, signaling its focus on business continuity in a memo from the CEO.
According to Reuters, the memo from CEO Julie Sweet states that "the company will start 'sunsetting' the diversity goals it set in 2017, along with career development programs for 'people of specific demographic groups.'" Sweet claimed the change is a result of an "evaluation of our internal policies and practices and the evolving landscape in the United States, including recent executive orders with which we must comply".
Delta Airlines has been vocal about its dedication to DEI, with leadership describing these efforts as critical to their business. Their commitment is evident in initiatives such as employee resource groups and partnerships to drive equitable hiring practices. Delta sees DEI as directly linked to recruiting and retaining top talent in a globally competitive industry.
Their CEO Ed Bastian states, "Thoughtful action combined with a focus on championing diversity, equity and inclusion in the workplace and within our personal lives will play a healing role to help us keep climbing. The Delta family will use whatever means we have to move the world toward a better, more just tomorrow."
Ironically after being recognized as one of the best employers for diversity in 2023, Amtrak has decided to roll back their DEI initiatives on February 6, 2025. Transportation Secretary Sean Duffy started the movement, ordering agencies to "identify and eliminate" anything related to "climate change, ‘greenhouse gas’ emissions, racial equity, gender identity, ‘diversity, equity, and inclusion’ goals, environmental justice, or the justice 40 initiative.”
Their "DEI" webpage is blank, but their CEO Stephen Gardner managed to scrape up a message for the Employee Experience & Culture page. He writes, "As America’s Railroad, Amtrak strives to deliver value for the American people and create a workplace that reflects our customers and the communities we serve.? We are cultivating a workplace culture that welcomes everyone... I am confident in our future direction as we continue to connect more people and places across America."
Building on its legacy of innovation, Adobe has taken proactive steps to expand its DEI leadership. With programs aimed at empowering employees to engage in meaningful conversations about equity and inclusion, Adobe’s focus is clear—they aim to cultivate a workplace where creativity thrives through diversity. Their annual Diversity & Inclusion reports provide transparency, further strengthening trust with employees and consumers.
Chair and CEO Shantanu Narayen writes, "Adobe’s unwavering focus on people, purpose, and community has guided our evolution and growth over the past four decades and inspires our employees to make an impact and invent the future. We are committed to using our resources and unique strengths to help build a more diverse and inclusive world that represents and celebrates different perspectives for our employees, customers, and communities.”
Deloitte, the world’s largest accounting and consulting firm, is ending its diversity, equity, and inclusion (DEI) programs amid pressure from the new Trump administration, which opposes such initiatives in government contractors and publicly held businesses. It employs over 450,000 employees worldwide. In a memo, the "chief people officer" Doug Beudoin wrote the following:
“We will sunset our workforce and business aspirational diversity goals, our Diversity, Equity and Inclusion (DEI) Transparency Report, and our DEI programming," going on to add that the changes are a result of “a detailed review of all pertinent government directives to ensure we comply with their requirements, both as a private enterprise and as a government contractor.”
MassMutual is strengthening its DEI framework to ensure inclusivity within financial services, an industry historically lacking diverse representation. The company has launched training programs to reduce unconscious bias, set benchmarks for diverse hiring, and amplified outreach to underserved communities through financial literacy initiatives.
Their "Sustainability" page states, "At MassMutual, our commitment to diversity, equity, and inclusion (DEI) is a business imperative. For more than 15 years, we have been on a deliberate and focused journey to integrate DEI into all that we do. We strive to create an environment that is equitable and inclusive for our employees, customers, business partners, and the communities that we serve."
John Deere announced an end to sponsoring "social or cultural awareness" events, such as Pride events, back in summer 2024. Now, however, their board of investors completely rejected the proposed anti-DEI measures and remain committed to the cause.
As reported by the Des Moines Register, "During a webcast of its annual meeting, executives with the Quad Cities-based farm equipment maker, with plants and offices across Iowa, said only 1.3% of votes cast were in support of a resolution calling on the company to report on racial and gender hiring statistics 'to prove it does not practice discrimination.'"
Cisco maintains its stance that “a diverse workforce is a better workforce.” The company integrates DEI into its business value, committing to initiatives that support diversity in supply chains and tech innovation departments.
On their "Inclusion" page, they write, "At Cisco, inclusion is about enabling people to connect and collaborate across distance and difference. We approach inclusion as a core competency that we leverage to accelerate and amplify Cisco's existing business goals and mission. ...It is intrinsic to who we are — and who we intend to be long into the future."
The beverage company abandoned supplier diversity quotas and external diversity benchmarking systems. Molson Coors also dropped several diversity training requirements in favor of focusing on business-oriented results. The announcement came as many of them do, as an internal memo from executives:
"We are ensuring our executive incentives are tied to business performance and do not include aspirational representation goals beginning next year. This will not impact the benefits we provide our employees, nor will it change or diminish our commitment to fostering a strong culture where every one of our employees knows they are welcome at our bar."
In 2024, e.l.f. launched a bold campaign highlighting the lack of diversity on public company boards. As one of only two publicly traded companies with over 78% women and 44% people of color on its board, e.l.f. pointed out that there were nearly as many men named Richard on U.S. company boards as there were women altogether.
“Companies that abandon their diversity efforts risk losing out on incredible talent that has different points of view and that add perspective to a company," CEO Tarang Amin said. "...we wanted to shine a light on ‘let’s give other people a chance’ because we’ve seen the benefits in our own business."
In January 2025, Target announced the discontinuation of its DEI initiatives, including the "Belonging at the Bullseye" strategy and the Racial Equity Action and Change (REACH) program. This decision aligns with directives from the federal government under President Donald Trump's administration, which has called for the termination of DEI programs. Target's move has been met with criticism from advocates who argue that it could alienate the company's diverse customer base.
"Many years of data, insights, listening and learning have been shaping this next chapter in our strategy," Target's chief community impact and equity officer Kiera Fernandez wrote. "And as a retailer that serves millions of consumers every day, we understand the importance of staying in step with the evolving external landscape, now and in the future."
In November 2024, Walmart scaled back its DEI initiatives following pressure from conservative activists and directives from the federal government. The company announced reductions in its diversity programs, reflecting a broader trend among major corporations reassessing their DEI commitments in response to political and social pressures.
According to Financial Post, "Walmart faced pressure from the anti-DEI activist Robby Starbuck, but the company said its changes were designed to 'foster a sense of belonging, to open doors to opportunities for all our associates, customers and suppliers.'"
In January 2025, Costco's shareholders overwhelmingly reaffirmed the company's commitment to diversity, equity, and inclusion (DEI) initiatives. A proposal to abandon these policies was rejected by 98% of shareholders, underscoring strong support for DEI within the organization.
CBS News reports that the board of directors said it believes "our commitment to an enterprise rooted in respect and inclusion is appropriate and necessary. The report requested by this proposal would not provide meaningful additional information."
P&G uses its global reach to advocate for societal change through DEI initiatives. Programs like “The Look” and “The Talk” spark conversations about implicit biases, driving awareness in workplaces and communities alike. P&G’s goal? To build a world where differences are celebrated.
Their "Equality & Inclusion" page states: "Equality and Inclusion is good for our business—broadening our ability to understand and serve billions of consumers around the world. Simply put, it helps us win in the marketplace." Cheif Equality and Inclusion Officer Kristine Decker states, "We are committed to building an outstanding and diverse pipeline of talent at every level across P&G. Creating an environment where we can all be our full and authentic selves fosters a culture that inspires the best from our employees."
Salesforce integrates DEI into its DNA, using its platform to champion causes like equal pay and workplace equity. Their Equality Mentorship Program helps underrepresented employees advance into leadership roles, signaling Salesforce’s long-term commitment to driving systemic change within and beyond the organization.
Under their "Equality" page, SalesForce writes, "At Salesforce, equality is one of our longstanding core values that helps us to innovate and drive business success. We are committed to building a workplace where every employee feels seen, supported, can thrive, and is empowered to perform the best work of their careers."
Amazon has recently reduced its DEI initiatives, citing legal and political challenges. The company has faced pressure from conservative activists and changes in the regulatory environment, leading to a reassessment of its diversity programs. On December 16, 2024, senior HR executive Candi Castleberry told employees that Amazon would be “winding down outdated programs and materials, and we’re aiming to complete that by the end of 2024.”
“We also know there will always be individuals or teams who continue to do well-intentioned things that don’t align with our company-wide approach, and we might not always see those right away. But we’ll keep at it,” she wrote, as reported by TIME. "Rather than 'have individual groups build programs,' Castleberry said, Amazon is 'focusing on programs with proven outcomes – and we also aim to foster a more truly inclusive culture.'”
The NFL actively supports DEI through policies like the Rooney Rule, requiring teams to interview minority candidates for key positions. In 2022, the league enhanced DEI efforts by updating hiring practices and forming a Diversity Advisory Committee. The NFL released a "Commitment to Diversity" statement, which says,
"The NFL is committed to building a diverse, equitable and inclusive work environment that reflects our incredibly diverse fan base. We provide an environment of mutual respect where equal employment opportunities are available to all employees and applicants... The NFL believes diversity and inclusion among our employees is critical to our success, and we seek to recruit, develop and retain the most talented people from a diverse candidate pool."
Goldman Sachs has implemented comprehensive DEI strategies to cultivate a diverse and inclusive workplace. The firm has set ambitious goals to increase representation of underrepresented groups at all levels and offers programs to support the professional development of diverse talent. Goldman Sachs also invests in initiatives that promote economic empowerment in underserved communities, demonstrating its broader commitment to equity and inclusion.
Their "Diversity & Inclusion" webpage makes their stance clear. "Our people are our greatest asset — we say it often and with good reason. It is only with the determination and dedication of our people that we can serve our clients, generate long-term value for our shareholders, and contribute to the broader public. ... We are committed to making progress toward racial equity, advancing gender equality, and increasing representation at every level of our firm."
Meta Platforms Inc., the parent company of Facebook and Instagram, announced in January 2025 that it would scale back its DEI initiatives. The decision was influenced by a U.S. Supreme Court ruling against affirmative action and mounting political pressure. This move is far from shocking after Mark Zuckerberg told Joe Rogan that women "neutered" corporate culture, suppressing "masculine energy."
In an internal memo, Meta’s vice president of people Janelle Gale said the company would roll back various diversity initiatives, including ending supplier diversity requirements and getting rid of its DEI team, citing the changing “legal and policy landscape” and the term “DEI” becoming “charged.”
JPMorgan Chase resists the call to roll back diversity in their company. CEO Jamie Dimon told CNBC at the World Economic Forum to “Bring them on," referencing the shareholder activists pushing them to roll back their initiatives. Financial Post reports that "Dimon said that working to include marginalized groups in JPMorgan’s business is good for its bottom line and that he regularly receives praise for the bank’s DEI efforts from community leaders and local government officials across the country.
Dimon continued, saying, "We’re going to continue to reach out to the Black community, the Hispanic community, the LGBT community, the veterans community." JPMorgan asked United States Securities and Exchange Commission for permission to ignore the proposal on the basis of false claims.
Kroger has demonstrated a strong commitment to DEI by implementing policies and programs aimed at fostering an inclusive workplace and serving diverse communities. The company has established resource groups to support employees from various backgrounds and has set goals to increase supplier diversity.
The include a public webpage titled "Standing Together — Framework for Action: Diversity, Equity & Inclusion." They write, "Kroger strives to reflect the communities we serve and foster a culture that empowers everyone to be their true self, inspires collaboration, and feeds the human spirit. Through our Framework for Action, we are committed to standing together and mobilizing our people, passion, scale and resources to transform our culture and our communities."
In January 2025, McDonald's announced a reduction in its DEI initiatives, including discontinuing certain employee resource groups and scaling back diversity training programs. This decision aligns with a broader trend among corporations reevaluating their DEI commitments in response to political and social pressures. McDonald's stated that the move aims to streamline operations and focus on core business objectives.
Time reports that only four years after pushing for more diversity, the fast-food giant "will retire specific goals for achieving diversity at senior leadership levels. It also intends to end a program that encourages its suppliers to develop diversity training and to increase the number of minority group members represented within their own leadership ranks."
Ulta Beauty has prioritized DEI by launching initiatives to ensure diverse representation across its workforce and brand partnerships. The company has committed to increasing the presence of Black-owned brands in its stores and has implemented training programs to promote inclusivity among employees. Ulta's DEI efforts aim to create a welcoming environment for all customers and associates, as told on their DEI policy webpage:
"We understand the importance of fostering an inclusive, bias-free and equitable workplace for our 40,000 associates. To ensure all associates can reach their full potential, we are committed to retaining, developing and attracting diverse talent as a diversity-forward employer."
In August 2024, Lowe's scaled back several of its DEI initiatives, including ending its relationship with the Human Rights Campaign and reducing support for certain diversity programs. This decision was influenced by external pressures and a reassessment of the company's strategic priorities. Lowe's stated that it remains committed to fostering an inclusive environment but is adjusting its approach to DEI.
In a memo shared by Lowe’s with AP, executive leadership said it began “'reviewing' its programs following the court’s July 2023 ruling" against affirmative action "and the company recently decided to combine its resource groups, which were for 'individual groups representing diverse sections of our associate population,' into one umbrella organization."
Ben & Jerry's has long been recognized for its dedication to social justice and DEI. The company actively promotes inclusivity through various initiatives, including partnerships with organizations that support marginalized communities and internal programs aimed at fostering a diverse workforce.
The ice-cream company made their stance on DEI very clear in a blog post titled "Dismantling White Supremacy Demands Advancing Diversity, Equity, & Inclusion." They go on to write, "We call on other companies and institutions to... not be intimidated or bullied by lawmakers and others who seek to ban policies and programs to advance the causes of racial and social justice. ... Instead of dismantling the programs designed to create equity across our society we should be dismantling white supremacy."
According to Forbes, Apple "urges shareholders to reject Anti-DEI Polilcy." It remains steadfast in its commitment to DEI, implementing initiatives to foster a diverse and inclusive workplace. The company has established programs to support the recruitment, retention, and advancement of underrepresented groups within its workforce.
Apple also invests in education and community programs aimed at promoting equity and access to technology. These efforts reflect Apple's dedication to creating an inclusive environment for employees and customers alike. Their "Inclusion & Diversity" webpage promotes these goals, writing, "We’re continuing to create a culture of inclusion, increasing representation across teams, and holding ourselves accountable at every level. Because belonging takes all of us."
In August 2024, Ford Motor Company announced a rollback of several DEI initiatives and ended its relationship with the Human Rights Campaign. The company faced external pressures and criticism over its diversity policies, leading to a reevaluation of its DEI strategies. Ford emphasized its ongoing commitment to diversity and inclusion but acknowledged the need to align its initiatives with evolving business objectives.
CEO Jim Farley outlined the changes in a memo, which included halting participation in HRC's Corporate Equality Index. “We will continue to put our effort and resources into taking care of our customers, our team, and our communities versus publicly commenting on the many polarizing issues of the day,” Farley claimed.
In July 2024, Microsoft laid off its entire team dedicated to DEI initiatives, signaling a significant shift in the company's approach to diversity and inclusion. The decision was part of broader organizational changes and has raised questions about Microsoft's commitment to fostering an inclusive workplace. The company stated that it remains dedicated to DEI principles and is exploring new ways to integrate them into its operations.
After Trump's executive order on January 20, 2025, however, their future looks rocky. Their "Diversity and Inclusion" page remains public, claiming that they "believe int he transformative power of engaging many different perspectives" and "strive to create an environment that brings the power of diversity to life." So, we don't really know what they're up to. The shareholders will likely decide for them!
Dollar Tree has shown dedication to DEI by implementing policies that promote diversity within its workforce and supplier base. The company focuses on creating an inclusive environment for employees from various backgrounds and has initiatives aimed at supporting diverse communities. Their "Creating a Culture of Inclusion" webpage says this:
"At Dollar Tree and Family Dollar, we work to build and support a diverse and inclusive workforce where our individual differences are respected and appreciated. ... Our Diversity, Equity and Inclusion (DEI) initiatives focus on providing associates with career development opportunities in a safe, positive and professional work environment. We work hard to attract diverse talent and keep them engaged through growth and development."
In November 2024, Boeing dismantled its DEI team amid external pressures. The company faced criticism over its diversity policies, leading to a decision to scale back certain initiatives. Elon Musk helped bully the corporation into the changes on X, writing, “Do you want to fly in an airplane where they prioritized DEI hiring over your safety? That is actually happening." Safety and diversity can exist simultaneously, but Musk doesn't understand nuance when it doesn't fit into his narrative.
And they did all of this before the Trump's executive order. They really don't care! Sara Liang Bowen, who was in charge of the company's DEI program, left Boeing and shared a LinkedInfarewell post: “The team achieved so much — sometimes imperfectly, never easily — and dreamed of doing much more still. It has been the privilege of my lifetime to lead Equity, Diversity, and Inclusion at the Boeing company these past 5+ years. Our team strived every day to support the evolving brilliance and creativity of our workforce.”
Focus Brands AKA GoTo Foods, the parent company of Moe’s Southwest Grill, McAlister’s Deli, Auntie Anne’s, Jamba Juice, and Cinnabon, has demonstrated a commitment to DEI through various initiatives. The company focuses on creating inclusive environments within its franchises and supports diverse supplier partnerships. Their "Commitment to Inclusion" policy says the following:
"GoTo Foods is committed to creating a more diverse organization and an equitable place to work. As a Certified Great Place To Work®, we understand our differences are positive forces to drive growth and foster a culture of inclusion and belonging. ... Each of us has a role to play in advancing this mission. ... For all of us, it means asking questions, respecting answers and, most importantly, appreciating one another’s contributions to our GoTo Foods team."
In August 2024, Harley-Davidson rolled back several DEI initiatives and ended its relationship with the Human Rights Campaign. The company faced external pressures and criticism over its diversity policies, leading to a reevaluation of its DEI strategies. Harley-Davidson emphasized its commitment to fostering an inclusive environment but acknowledged the need to adjust its approach to align with evolving business priorities.
The company doubled down on their decision using X, writing, " We are saddened by the negativity on social media over the last few weeks, designed to divide the Harley-Davidson community," adding, “we have not operated a DEI function since April 2024, and we do not have a DEI function today. We do not have hiring quotas and we no longer have supplier diversity spend goals.”
TJ Maxx offers training programs to promote cultural competency among employees and has established resource groups to support diverse staff members. TJ Maxx's commitment to DEI is reflected in its efforts to ensure diverse representation within its workforce and to cater to a diverse customer base.
They explain their policy on their website, writing: "At TJX, we view diversity as inclusive of many facets – race, ethnicity, age, orientation, gender identity, ability, experience, religion, perspectives, and more. We strive to treat all people with dignity and respect and do not tolerate discrimination or harassment of any kind."
