🧑‍💻 Tech & media

  • IBM – removed diversity-linked executive pay and reframed supplier diversity (Forbes)
  • Meta – cut DEI teams and ended some hiring/representation goals (Axios)
  • Google – reduced DEI commitments and reporting (HR Consulting Group)
  • Amazon – scaled back DEI programs and initiatives (TechTarget)
  • Paramount – dropped diversity hiring targets and removed DEI language (Forbes)
  • Disney – shifted DEI metrics toward broader “talent strategy” (Forbes)

🏦 Finance & consulting

  • Goldman Sachs – ended board diversity requirements and criteria (Forbes)
  • Citigroup – dropped DEI initiatives in some areas (UNLEASH)
  • Deloitte – scaled back DEI efforts (AOL)
  • Accenture – eliminated diversity goals and DEI metrics (New York Post)

🛍️ Retail & consumer brands

  • Walmart – scaled back DEI commitments (Forbes)
  • Target – reduced or modified DEI programs (TechTarget)
  • Lowe’s – cut back DEI efforts (Forbes)
  • Victoria’s Secret – paused diversity hiring goals (Forbes)

🍔 Food, beverage & restaurants

  • McDonald’s – eliminated some diversity goals and programs (AP News)
  • Constellation Brands (Corona/Modelo) – rebranded and reduced DEI programs (Forbes)
  • Coca-Cola & PepsiCo – reduced DEI disclosures/commitments (Forbes)

🏥 Healthcare, telecom & others

  • UnitedHealth Group – removed DEI webpages and shifted messaging (Forbes)
  • T-Mobile – ended DEI programs and roles (Business Insider)
  • Ford – scaled back DEI initiatives (Raconteur)

📰 Media & broader corporate trend

  • Gannett – removed diversity data and references (Forbes)
  • PBS / NPR (changes reported) – reduced or closed DEI offices (Forbes)

📊 Big-picture trend

  • Roughly 1 in 5 companies eliminated DEI programs after the 2024 election (Resume.org)
  • Many more scaled back rather than eliminated
  • Participation in DEI reporting (e.g., corporate equality indexes) has dropped sharply (Fox Business)

⚠️ Important nuance

  • Many companies haven’t abandoned DEI entirely—they’ve:
    • Renamed it (e.g., “belonging,” “culture,” “talent strategy”)
    • Removed quotas or targets
    • Reduced public disclosures
    • Shifted focus to legal compliance or “merit-based” framing
  • At the same time, some companies are maintaining or defending DEI programs, so the corporate landscape is split, not uniform.