The rollback of DEI programs has been swift and decisive. In some cases, companies have attempted to quietly dismantle their initiatives to avoid controversy. In others, major corporations have made public statements to signal their departure from diversity-driven hiring practices.
High-Profile Corporate Reversals
Among the most notable reversals, Walmart, Amazon, and Google have all eliminated diversity hiring goals. Google’s email to staff in early 2025 confirmed that it would axe hiring targets intended to improve workforce diversity. Meanwhile, McDonald’s has abandoned its demographic goals, rebranding its DEI team as the “Inclusion Team.” Target has similarly rebranded “supplier diversity” as “supplier engagement” to align with shifting political tides.
At Spotify, a high-profile conversation between venture capitalist Marc Andreessen and company executives revealed mounting frustration with what was referred to as “social policies forced onto companies by asset managers.” This discussion mirrored a broader trend in Silicon Valley, where companies like Meta and Twitter have significantly reduced their DEI-focused initiatives following criticism from shareholders and political figures.
The Role of Government Pressure
In addition to corporate rebranding, federal policy shifts have played a key role in dismantling DEI efforts. Following Donald Trump’s executive orders, federal agencies have been instructed to name and shame “DEI offenders,” including major public companies. The Department of Justice has also indicated that it will investigate DEI-related hiring and promotion policies under the lens of anti-discrimination laws, putting additional pressure on corporations to abandon or revise their programs.
Several universities, including the University of North Carolina and the University of Colorado, have responded to the shifting legal landscape by dismantling their DEI offices. Other schools, such as Princeton, have adopted a “wait and see” approach, urging faculty and students to remain calm while gauging how federal policies will be enforced.
The legal landscape has also shifted, with lawsuits challenging the legality of DEI programs across multiple industries. Edward Blum, the conservative activist behind the Supreme Court case that ended affirmative action in college admissions, has continued his legal crusade by filing lawsuits against law firms, venture capital funds, and major corporations over race-based hiring initiatives. The sheer number of legal challenges has created a chilling effect, making many firms hesitant to continue DEI-related programming.
The Quiet Dismantling of DEI
Beyond the headline-grabbing corporate announcements, many companies are opting for a quieter rollback. HR departments have been instructed to reduce the visibility of DEI programs without outright eliminating them. Employee resource groups are being defunded, unconscious bias training is being discontinued, and diversity hiring targets are being quietly dropped.
Target provides a telling case study of this approach. While the company has publicly stated its commitment to “inclusive hiring,” internal restructuring has resulted in the elimination of DEI-focused hiring goals. Similarly, Walmart has removed DEI-related language from its corporate communications while shifting resources away from its racial equity programs.
For businesses that rely on government contracts, the retreat from DEI has been even more pronounced. Firms working with federal agencies must now certify that they do not implement “discriminatory” DEI practices, creating additional legal and financial risks for maintaining diversity programs.
The Few Companies That Remain Defiant
Despite the widespread rollback, some companies remain defiant. JPMorgan Chase and Goldman Sachs have publicly reaffirmed their dedication to diversity, with JPMorgan CEO Jamie Dimon arguing that acknowledging and addressing social and economic disparities is good business. Costco, another outlier, faced pressure from conservative shareholders to abandon DEI but instead doubled down on its diversity commitments, arguing that an inclusive workforce enhances business performance.
However, such commitments are increasingly rare. Many corporate leaders, fearing legal battles and political scrutiny, have opted to phase out DEI programs or rebrand them under less contentious terms. The era of overt corporate activism appears to be drawing to a close, replaced by a more cautious, risk-averse approach to workplace diversity.