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As of August 16, 2026, major technology companies have taken sharply different approaches to diversity, equity and inclusion (DEI). Meta ended its formal DEI program; Google withdrew specific goals and changed public disclosures; and other companies have reduced targets, incentives or reporting while retaining broader inclusion language. Apple, Nvidia and others continue to make public commitments, but a public statement alone cannot show whether every past program, budget or target remains in place.
This is a snapshot of major U.S.-based technology, software, internet, semiconductor, cloud, platform and technology-services companies with publicly documented changes or commitments from 2024 through August 16, 2026—not an exhaustive list of every technology company worldwide. It separates confirmed operational changes from changes in language or disclosure and from continuing public commitments. The underlying evidence includes corporate filings and pages, shareholder documents, company statements and credible reporting; public records do not reveal every internal practice.
How to read the company list
“Rolling back DEI” can refer to very different actions. Ending a dedicated team or a hiring requirement is a concrete operational change. Removing DEI language from a filing is evidence of changed disclosure or positioning, but does not by itself prove that related work ended. A company may also keep inclusion language online while changing programs, staffing or spending.
- Clear rollback: a documented end to a formal team, target, incentive or other named practice, or several substantial changes.
- Partial rollback or reworking: specific goals, programs, language or disclosure changed, but the evidence does not establish that all inclusion work ended.
- Still publicly committed: a recent statement, report, shareholder action or current disclosure indicates continuing public support. This does not establish that every earlier initiative remains unchanged.
- Unclear: the available evidence shows a messaging change or an online page but is insufficient to classify current operations.
“All” in this article means the companies within the stated scope for which public evidence was identified. The classifications describe the evidence below, not a judgment about the legality or effectiveness of any company’s policies.
Which major tech companies have rolled back DEI?
| Company | Status in this snapshot | Documented change or current evidence |
|---|---|---|
| Meta | Clear rollback of its formal DEI program | Ended its dedicated DEI team, diverse-slate hiring approach and representation goals; changed related training and supplier practices. |
| Google / Alphabet | Clear rollback of specific goals and public language; broader program status unclear | Scrapped some diversity hiring goals and removed or revised DEI references in filings and web materials. |
| Amazon | Partial rollback / reworking | Said it was winding down outdated DEI programs and materials, without specifying every affected initiative; retained a broader inclusion statement. |
| Accenture | Rollback of targets and benchmarking | Announced it would sunset diversity targets used in hiring and promotion decisions and pause external diversity benchmarking submissions. |
| Salesforce | Mixed | Reported changes include reduced DEI references in regulatory reporting and the elimination of diversity hiring goals; CEO Marc Benioff also expressed continued support for a diverse workforce. |
| Tesla | Reduced public disclosure; operational scope unclear | Removed DEI references from its 10-K; its impact site is available, but the evidence cited here does not establish the status of every internal program. |
| Uber | Clear rollback of specific governance and reporting measures | Removed a diversity-linked executive compensation incentive, board and leadership candidate language, and a DEI section from its latest 10-K, according to reporting. |
| Microsoft | Mixed | Its internal DEI team was reportedly eliminated in July 2024, while it continued publishing inclusion reporting; later reporting described changes to its workforce-diversity data format. |
| Intel | Mixed | Reduced DEI language and removed some targets from a filing while keeping a public diversity-and-inclusion statement. |
| Workday | Mixed | Removed diversity targets from a filing while continuing to publish an impact report and maintain an inclusion page. |
| IBM | Publicly committed; under shareholder pressure | Maintained an inclusion page and opposed a shareholder proposal seeking to remove DEI-linked pay targets. |
| Oracle | Public inclusion statement; operational detail limited | Its culture-and-inclusion page remains public, but that alone does not establish active targets, staffing or spending. |
| Apple | Still publicly committed | Maintains inclusion and racial-equity disclosures and shareholders rejected a proposal to eliminate its DEI programs. |
| Nvidia | Still publicly committed | Current sustainability resources list diversity, inclusion and belonging disclosures, including a 2025 UK gender-pay-gap report. |
| Publicly committed, based on executive statement | CEO Bill Ready said in January 2025 that the company was not changing its DEI approach. | |
| OpenAI | Public-language rollback; operations unclear | Replaced a page titled “Commitment to Diversity” with “Building Dynamic Teams”; available evidence establishes a messaging change, not the end of internal work. |
| Medium | Publicly committed in available evidence | Medium said it would remain committed to DEI. It is included because the scope covers technology platforms beyond large public companies. |
Companies with the clearest documented rollbacks
Meta: formal DEI program ended
In January 2025, Meta ended its formal DEI program, eliminated its dedicated diversity-and-inclusion team and ended its diverse-slate hiring approach. The company also ended representation goals and changed supplier and training practices. Meta said it would focus on fair and consistent practices intended to mitigate bias for everyone. The announcement was reported by the Associated Press on January 10, 2025.
This supports calling the formal program ended; it does not establish that every anti-bias, accessibility, employee-resource or equal-opportunity activity stopped.
Google / Alphabet: targets and disclosures changed
Google withdrew some diversity hiring targets and said it was reviewing programs in light of court decisions and executive orders affecting federal contractors. Alphabet also removed a longstanding DEI sentence from its annual filing. The Associated Press reported the changes in February 2025, along with company representation figures: Black representation in leadership rose from 2.6% in 2020 to 5.1% in 2024; Hispanic representation rose from 3.7% to 4.3%; and women’s representation in leadership rose from 26.7% to 32.8%. These figures describe the periods reported, not a forecast or current target. AP’s account of Google’s changes and data provides the reporting context.
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TechCrunch also reported removals or reductions of diversity language on grant and responsible-AI pages and in the company’s 10-K. Alphabet’s later 2026 proxy materials are an official source for current shareholder disclosures. The available evidence supports a rollback of specific goals and public commitments, not a claim that all inclusion or anti-bias practices ended.
Uber: incentive, board language and reporting
TechCrunch reported that Uber removed an executive-compensation incentive tied to diversity progress, dropped language encouraging consideration of women and people of color for board and leadership openings, and removed its diversity-and-inclusion section from its latest 10-K. Those are concrete changes to incentives and disclosure, not merely a renamed webpage. Uber’s filings are available through its SEC filings page.
Accenture: targets and benchmarking
Accenture announced it would sunset diversity targets used in hiring and promotion decisions and pause submissions to external diversity benchmarking surveys. The company attributed the shift to an evaluation of its practices and the evolving U.S. legal and policy environment. The reported announcement is covered by Reuters reporting carried by Investing.com. The evidence establishes changes to targets and benchmarking, not the end of every inclusion or equal-opportunity practice.
Tesla: less DEI disclosure
TechCrunch’s review found that Tesla removed DEI references from its 10-K and had published only one DEI report, in 2020. Tesla’s impact page is its current public reporting destination, but the filing and reporting changes do not independently establish whether every internal initiative continues.
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Amazon: winding down some programs, retaining broad inclusion language
Amazon said it was “winding down outdated programs and materials” related to DEI, with work intended to be completed by the end of 2024. It did not identify every program affected. The company also removed some diversity references from its annual filing while continuing to point to a corporate positions page expressing commitment to a diverse and inclusive company. Its filings and proxy materials are available at Amazon’s annual reports and proxy page. The public record supports a partial rollback or redesign, not a conclusion that all inclusion work ended.
Salesforce: reduced goals and disclosure, continued executive support
Salesforce was reported to be eliminating diversity hiring goals and reduced or removed diversity references in regulatory reporting. At the same time, CEO Marc Benioff publicly said he would continue supporting a diverse workforce and employees facing discrimination. The company’s FY26 proxy statement is an official source for shareholder and corporate disclosures. The evidence points to a mixed position: public support persists, but goals and reporting became less explicit.
Microsoft: inclusion reporting continues after a team change
Microsoft’s internal DEI team was reportedly laid off in July 2024, citing changing business needs. It published an inclusion report in October 2024 and maintains a diversity and inclusion reporting hub. The report says 81.2% of surveyed employees agreed Microsoft is diverse and inclusive, up from 78.9% the previous year. It also reports 31.6% global women, 6.6% U.S. Black and African American employees, 8.0% U.S. Hispanic and Latinx employees, 27.2% women in technical roles and 9.0% U.S. employees who self-identified as having a disability. These are the report’s specified measures and populations.
In 2025, WIRED reported that Microsoft, Google and Meta stopped publishing workforce diversity data in their traditional format; Microsoft said it was moving toward more dynamic formats. That reporting change is not proof by itself that underlying work stopped. The appropriate classification is mixed: a reported team elimination, continued public reporting, and a changed data-publishing approach.
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Intel: public commitment alongside reduced formal targets
Intel removed some targets and DEI language from a filing, while its diversity at Intel page continued to say diversity and inclusion matter to the company. The public statement is evidence of positioning; it does not show that earlier targets remained active.
Workday: reporting and targets diverge
Workday removed diversity targets from its 2023 10-K after previously discussing increased representation of Black and Latino employees. It continued to maintain an inclusion page and published a 2024 Global Impact Report. TechCrunch’s review also described a chief diversity officer at that time; that dated report should not be treated as confirmation of the person’s current role. The available evidence supports a mixed classification, not certainty about current staffing or activity.
Companies still publicly committed to inclusion
Apple: shareholder proposal to end DEI rejected
Apple continues to list Inclusion & Diversity and Racial Equity and Justice among its public values and reporting areas. In 2026, shareholders rejected a proposal seeking to eliminate the company’s diversity and inclusion programs, policies, departments and goals. Apple’s values and inclusion disclosures and 2026 proxy statement document its public position and shareholder process. That is strong evidence of public commitment and opposition to the proposal, not proof that each program or target is unchanged.
Nvidia: current social disclosures
Nvidia’s sustainability resource archive lists “Diversity, Inclusion, and Belonging” and a 2025 UK gender-pay-gap report among its social disclosures. The materials are available through its sustainability and diversity archive. This supports a current public commitment through disclosure; it does not establish that every historical target remains active.
IBM: commitment amid shareholder pressure
IBM maintains a Be Equal inclusion page. TechCrunch reported that IBM opposed a conservative shareholder proposal seeking to remove DEI-related pay-incentive targets. The evidence supports classifying IBM as publicly committed and under pressure, rather than assuming the company’s practices are unchanged.
Oracle: public language, limited operational detail
Oracle’s culture and inclusion page says diverse perspectives strengthen teams and collaboration. The available evidence supports a public inclusion statement, but does not establish current goals, dedicated staffing, spending or detailed reporting.
Pinterest and Medium: statements rather than detailed audits
Pinterest CEO Bill Ready said in January 2025 that the company was not changing its DEI approach, according to Axios’s company roundup. Pinterest’s careers site is its public careers page. Medium said it would remain committed to DEI; its company information is at Medium About. These statements indicate public positioning, not a detailed review of each company’s targets, staffing or programs.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.OpenAI: public commitment language changed; operations are unclear
OpenAI replaced a webpage titled “Commitment to Diversity” with “Building Dynamic Teams” and removed diversity and inclusion references from that page, as reported by TechCrunch. Its careers page is the current public destination. The documented change concerns messaging; the available evidence does not confirm whether internal recruiting, accessibility, anti-bias or other inclusion practices ended.
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There is no single explanation supported across all companies. Public reporting and company statements point to overlapping legal, political, shareholder and business pressures:
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- Legal uncertainty after the 2023 Supreme Court decision. The ruling in Students for Fair Admissions v. Harvard ended race-conscious college admissions. It did not, by itself, decide the legality of every workplace program, but companies reassessed practices amid litigation risk and uncertainty.
- Federal policy and contracting exposure. Google explicitly connected its review to executive orders and court decisions affecting federal contractors. Meta also cited changing legal and policy conditions.
- Employment-discrimination risk. Employers may review whether specific hiring, promotion or incentive practices comply with applicable law. The legal analysis depends on the practice, jurisdiction and facts.
- Activist, political and shareholder pressure. Campaigns and shareholder proposals have pressed companies to remove or defend DEI commitments.
- Business and budget priorities. Some companies have described changes as a reassessment of programs or business needs, rather than attributing them to a single legal event.
These explanations should be attributed to the companies or reporting that documented them. A political claim that a program is illegal does not establish that it violates the law.
What a public record can—and cannot—tell you
A filing, report, shareholder vote or company statement is useful evidence, but each answers a different question. A 10-K change shows what the company chose to disclose in that filing; a current webpage shows public positioning; a report can provide dated workforce measures; and a shareholder vote records the result of a proposal. None alone provides a full audit of internal operations.
Public records generally cannot establish private budgets, current internal recruiting instructions, employee-resource-group activity, unannounced staffing changes, or whether a program continues under a different name. Reduced reporting may signal reduced transparency without proving a reduction in work. Conversely, a live page does not prove that its commitments are being funded or implemented as before.
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For a current check, compare the latest annual report and proxy statement with dated inclusion or sustainability reports, company statements and any documented changes to teams, goals or incentives. The status labels here are a time-bounded account of evidence identified through August 16, 2026; company policies and disclosure can change.
Sources
Company-specific reporting is linked in the relevant profiles. Cross-company coverage includes TechCrunch’s review of technology companies’ DEI positions and WIRED’s reporting on changes to workforce-diversity data publication.
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