Diversity, Equity, and Inclusion (DEI) programs have long been a cornerstone of corporate social responsibility, gaining significant traction over the past decade. However, recent shifts in political, legal, and corporate landscapes have led to a reevaluation of these initiatives, with many companies scaling back or modifying their DEI commitments.

The Evolution of Corporate DEI Efforts

The roots of corporate diversity training trace back to the mid-20th century, particularly after the Civil Rights Act of 1964 in the United States, which prohibited discrimination based on race, color, religion, sex, or national origin. Affirmative action policies soon followed, requiring organizations to proactively address workplace diversity.

Early diversity training programs primarily focused on compliance, aiming to educate employees about anti-discrimination laws. However, these initiatives often lacked depth and failed to instill a genuine cultural shift within organizations. By the late 1990s and early 2000s, corporate America began embracing DEI not just as a legal necessity but as a strategic advantage, recognizing the business case for diverse teams and inclusive work environments.

The 2020s saw an unprecedented surge in DEI efforts, largely fueled by the Black Lives Matter movement, increased social awareness, and consumer expectations for corporate accountability. Companies expanded DEI departments, implemented leadership diversity targets, and introduced bias training programs. However, as political and economic tides have shifted, so too have corporate commitments to DEI.

Political and Legislative Influence on DEI Rollbacks

One of the most significant catalysts for the recent decline in DEI programs has been the shift in political leadership in the United States. Following the re-election of Donald Trump in 2025, executive orders aimed at dismantling federal DEI programs were swiftly enacted.

Key Executive Orders and Their Impact

• "Ending Radical and Wasteful Government DEI Programs and Preferencing" (January 2025): This order defunded all federal DEI initiatives, citing concerns about inefficiency and potential reverse discrimination.

• "Ending Illegal Discrimination and Restoring Merit-Based Opportunity": This order revoked previous policies supporting workplace diversity, pushing for a shift back to "merit-based" hiring and promotions.

These executive actions had a domino effect on the private sector. Many companies that relied on government contracts faced new legal challenges in continuing DEI programs, while others proactively scaled back efforts to align with the changing regulatory environment.

The Supreme Court and Corporate DEI Strategies

Recent Supreme Court rulings have also played a role in the corporate retreat from DEI. In 2024, the Court struck down affirmative action in college admissions, a decision that many legal experts believe set a precedent for workplace diversity policies. The fear of litigation and regulatory scrutiny has led many organizations to reassess the legality and necessity of their DEI programs.

Major Corporations Reassessing Their DEI Commitments

PepsiCo and Coca-Cola: Diverging Strategies

• PepsiCo: Discontinued workforce representation goals and supplier diversity programs, citing a need to focus on "core business priorities." The company also removed its diversity page from its hiring website.

• Coca-Cola: Maintained its DEI commitments despite regulatory pressures, emphasizing diversity as a competitive advantage.

Disney: Quietly Rolling Back DEI Initiatives

• February 11, 2025: Discontinued "Reimagine Tomorrow" initiative.

• Phased out diversity-related performance evaluations.

• Removed content disclaimers from older films containing racial stereotypes.

PBS: A Shift Due to Federal Funding Constraints

• Halted DEI initiatives.

• Laid off key diversity personnel due to compliance requirements tied to federal funding.

Tech and Financial Sector Adjustments

• Google: Eliminated diversity hiring targets and removed cultural observance recognitions.

• Meta: Downsized its DEI team and discontinued supplier diversity programs.

• Amazon: Removed diversity-related language from corporate filings and website policies.

• JPMorgan Chase: Acknowledged increased regulatory risks, signaling potential DEI cutbacks.

• Goldman Sachs, Morgan Stanley, and Citigroup: Scaled back DEI initiatives in response to legal uncertainties.

KPMG US: Discontinuing Public DEI Reports

• Removed DEI reports from its website.

• Discontinued "Accelerate 2025" initiative due to changing federal regulations.

Boeing: Dissolving the DEI Team

• Dissolved its DEI department in late 2024.

• Former VP of DEI described the move as "an inevitable response to shifting political and economic dynamics."

Retailers: Target, Walmart, and Lowe’s

• Target: Stopped reporting DEI metrics.

• Walmart: Phased out employee DEI training and removed LGBTQ+ merchandise from select stores.

• Lowe’s: Reduced diversity policies following affirmative action rulings.

Harley-Davidson: Brand Cohesion Over Diversity Goals

• Terminated DEI programs in mid-2024, citing political pressures.

• Shifted focus to traditional consumer demographics.

Apple, Paramount, and Bank of America Scale Back DEI Efforts

• Paramount Global: Altered DEI programs amid a merger and political pressure.

• Apple: Rejected shareholder proposal to eliminate DEI programs but faced pressure from the Trump administration.

• Bank of America: Removed diversity references in its annual report, replacing terms like "diversity" with "talent" and "opportunity."

Victoria’s Secret: A Quiet Shift

• Removed explicit DEI references, adopting broader language on "inclusion and belonging."

• Scaling back supplier diversity targets.

• Continues to honor the Fifteen Percent Pledge.

The Future of DEI in Corporate America

The rollback of corporate DEI initiatives signals a turning point in workplace diversity efforts. While some companies, like Coca-Cola, remain steadfast in their commitments, others are prioritizing regulatory compliance over structured DEI programs.

Key Questions Moving Forward

• Will alternative approaches to inclusion emerge? Companies may shift from structured DEI programs to broader corporate social responsibility initiatives.

• How will these changes impact talent pipelines? Reduced DEI efforts may challenge companies in attracting and retaining diverse talent.

• What happens if political dynamics shift again? Future administrations may reinstate DEI-friendly policies, requiring companies to adapt.

Corporate DEI strategies are at a crossroads, shaped by evolving political, legal, and economic factors. The long-term impact remains uncertain, but businesses must navigate an increasingly complex landscape where diversity commitments are no longer universally accepted but a subject of intense debate and legal examination.