Major technology companies have taken different paths on diversity, equity and inclusion (DEI): some ended specific programs or targets, some narrowed reporting or changed language while retaining inclusion work, and others continue to make public commitments. This is a dated 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 or a claim about undisclosed internal activity.
“Rolling back DEI” can mean ending a dedicated team, dropping representation targets, removing hiring or supplier requirements, eliminating compensation incentives, or reducing public reporting. A change in terminology or a missing disclosure alone does not establish that every related practice stopped. The classifications below describe the strongest public evidence available, not a legal judgment or an audit of internal budgets and operations.
How to read the company statuses
- Clear rollback: Public evidence documents concrete changes to a team, hiring process, targets, incentive, or formal program.
- Partial rollback or rework: Some goals, programs, or disclosures changed, while broader inclusion language or activity remains.
- Still publicly committed: A current report, corporate statement, shareholder action, or executive statement supports a continuing public commitment. This does not prove every former program remains unchanged.
- Unclear: Public evidence is too limited to make a responsible claim about operational practice.
The evidence window is 2024 through August 16, 2026. The entries draw on company filings and pages, shareholder documents, company statements, and reporting by the Associated Press, TechCrunch, Axios, and WIRED. A live webpage is evidence of public positioning, not by itself proof that the people, funding, targets, or programs behind it remain active.
Company-by-company status
| Company | Status | Documented change or commitment | What the evidence does not establish |
|---|---|---|---|
| Meta | Clear rollback | In January 2025, Meta ended its formal DEI program, eliminated its dedicated diversity-and-inclusion team, and ended its diverse-slate hiring approach and representation goals. It said it would focus on fair and consistent practices intended to mitigate bias for everyone. Associated Press coverage. | This does not prove that every anti-bias, accessibility, employee-resource, or equal-opportunity activity ended. |
| Google / Alphabet | Clear rollback of goals and public language; broader program status unclear | In February 2025, Google said it was reviewing its programs in light of executive orders and court decisions affecting federal contractors. It scrapped some diversity hiring targets and removed a longstanding DEI sentence from Alphabet’s annual filing. TechCrunch also documented changes to diversity language on grant and responsible-AI pages. Associated Press coverage; TechCrunch’s company review. | The documented changes establish that particular goals and language were withdrawn or revised, not that all inclusion or anti-bias work stopped. |
| Amazon | Partial rollback / rework | Amazon said it was winding down “outdated programs and materials” related to DEI, aiming to complete the work by the end of 2024. It removed some diversity references from its annual filing while continuing to point to a position that it is committed to a diverse and inclusive company. Its filings and proxy materials are available through Amazon’s investor-relations archive. | Amazon did not specify every program affected; the public evidence does not support saying all inclusion work ended. |
| Accenture | Rollback of measurable goals | In February 2025, Accenture said it would sunset diversity targets used in hiring and promotion decisions and pause submissions to external diversity benchmarks, citing its internal review and the changing U.S. legal and policy environment. Reporting on Accenture’s decision. | The change concerns targets and benchmarking; it does not establish that all inclusion or equal-opportunity programs ended. |
| Salesforce | Mixed | TechCrunch reported reduced diversity references in regulatory reporting and the removal of hiring goals, while CEO Marc Benioff continued to express support for a diverse workforce and for employees facing discrimination. The company’s FY26 proxy is available here. | Public support and reduced goals or disclosure coexist; neither alone establishes the full scope of current internal programs. |
| Tesla | Public-language and reporting rollback | TechCrunch reported that Tesla removed DEI references from its 10-K and had published only one DEI report, in 2020. Its impact page remains available at Tesla Impact. | Reduced public language and reporting do not independently establish the status of every internal initiative. |
| Uber | Clear rollback of governance and reporting measures | 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 vacancies, and removed its diversity-and-inclusion section from its latest 10-K. Filings are listed in Uber’s SEC-filings archive. | These are concrete changes to incentives, selection language, and disclosure; public evidence cited here does not inventory all remaining internal work. |
| Microsoft | Mixed | Microsoft laid off its internal DEI team in July 2024, then published an inclusion report in October 2024 and continued to maintain a reporting hub. The company has said it was moving toward more dynamic formats as traditional workforce-diversity data publication changed. Its report is at Microsoft’s annual-report page; WIRED documented changes to data publication by Microsoft, Google, and Meta in 2025. | The continued report and changed format do not undo the reported team elimination or establish that previous reporting remains comparable year to year. |
| Intel | Mixed | TechCrunch reported that Intel reduced DEI language and removed some diversity targets from a filing, while the company’s site continued to describe diversity and inclusion as important. See Intel’s diversity page. | The public statement does not show that prior formal targets remained in force. |
| Workday | Mixed; public commitment with changed disclosure | Workday removed diversity targets from its 2023 10-K after earlier discussion of increased representation of Black and Latino employees. It continued to maintain a DEI page and released a 2024 Global Impact Report: Workday’s report. | A report or live page is not proof that targets, staffing, or programs remained unchanged; the cited evidence does not establish current target status. |
| OpenAI | Public-language rollback; operational status unclear | In 2025, OpenAI changed a page titled “Commitment to Diversity” to “Building Dynamic Teams” and removed diversity and inclusion references from that page. Its careers page is here. | The page change establishes a messaging shift, not a confirmed end to internal inclusion, accessibility, recruiting, or anti-bias work. |
| Apple | Strong public commitment | Apple continues to list Inclusion & Diversity and Racial Equity and Justice among its public values and disclosures. In 2026, shareholders rejected a proposal seeking to eliminate the company’s diversity and inclusion programs, policies, departments, and goals. See Apple’s values page and its 2026 proxy statement. | Opposing the proposal and maintaining public reporting do not prove that every program or target is unchanged. |
| Nvidia | Publicly committed through current disclosures | Nvidia’s sustainability-resources archive lists Diversity, Inclusion, and Belonging and a 2025 UK gender-pay-gap report. See Nvidia’s disclosure archive. | Current disclosures show public reporting, not that every historical DEI goal remains active. |
| IBM | Publicly committed; under shareholder pressure | IBM maintained an inclusion page, and TechCrunch reported that it moved to block a conservative shareholder proposal seeking removal of DEI-related pay-incentive targets. See IBM Be Equal. | The available evidence supports public commitment and opposition to the proposal, not a complete audit of programs or incentives. |
| Oracle | Public inclusion commitment; limited operational detail | Oracle’s culture page says diverse perspectives strengthen teams and collaboration. See Oracle’s culture page. | A general corporate page does not establish current targets, budgets, staffing, or detailed reporting. |
| Publicly committed, based on an executive statement | In January 2025, CEO Bill Ready said Pinterest was not changing its DEI approach. The company’s careers site is Pinterest Careers. | This is an attributed executive statement, not a detailed current program audit. | |
| Medium | Publicly committed in the available evidence | Medium said it would remain committed to DEI. Its company page is Medium About. | This evidence is a company statement and is less detailed than public-company reporting; Medium is included because the scope covers technology platforms beyond large listed companies. |
What counts as a DEI rollback?
DEI is not one standardized program. Companies use the term for different combinations of hiring and promotion processes, representation goals, supplier practices, employee-resource groups, accessibility work, anti-harassment measures, training, compensation incentives, and workforce reporting. A change in one element should not be reported as proof that all the others ended.
- Team: Meta’s dedicated diversity-and-inclusion team was eliminated.
- Hiring goal or process: Google scrapped some targets; Meta ended its diverse-slate approach.
- Targets and benchmarking: Accenture said it would sunset hiring and promotion targets and pause external benchmark submissions.
- Executive incentive: Uber removed a diversity-linked compensation incentive.
- Filing language: Google, Salesforce, Tesla, and Uber changed or removed DEI-related language or sections in regulatory reporting, as documented in the cited reporting.
- Reporting format: Microsoft’s move toward more dynamic reporting illustrates why a different format should be described as a disclosure change unless operational changes are separately documented.
- Public commitment despite pressure: Apple opposed a proposal to end its programs; that is evidence of its public position, not a guarantee that every initiative stayed identical.
Why companies changed course
Companies have described overlapping legal, political, and business pressures rather than a single cause. The Supreme Court’s June 2023 decision in Students for Fair Admissions v. Harvard, which ended race-conscious college admissions, prompted employers to reassess workplace programs. Companies also faced employment-law risk, conservative activist campaigns and shareholder proposals, executive orders and policy changes affecting federal agencies and contractors, and reputational pressure.
Google explicitly connected its review to court decisions, executive orders, and its status as a federal contractor. Meta cited changing legal and policy conditions. Those explanations should be attributed to the companies: they do not, by themselves, establish that a prior program was unlawful.
Does removing DEI language mean the work ended?
No. Removing a term from a corporate page or filing is evidence of a messaging or disclosure change. It is not an operational audit. A company may keep some practices under names such as inclusion, belonging, fairness, accessibility, or equal opportunity; it may also have ended named programs while leaving general language in place. Google and OpenAI illustrate why it is more accurate to specify which targets or language changed than to declare that all DEI activity ended.
Does a DEI webpage prove a company is still committed?
Not on its own. A current page is useful evidence of what a company says publicly, but it may be incomplete or disconnected from current staffing, spending, and program activity. More substantive public evidence includes recent reports with data, named initiatives, current goals, board or shareholder actions, and explicit statements about continuing commitments. Even these sources establish only what they document.
Does less diversity reporting prove a rollback?
Not necessarily. It can indicate reduced transparency, a new reporting format, legal caution, a decision not to publish sensitive workforce data, or a temporary gap. Unless the company confirms operational changes or credible reporting documents them, the careful description is “reduced or changed disclosure,” not “ended the program.”
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Are DEI programs illegal?
A company changing a program—or a political actor calling it illegal—does not establish that the program violated the law. Legal analysis depends on the specific practice, jurisdiction, employment context, and facts. Companies have cited legal uncertainty and government-contracting concerns, but the evidence summarized here does not establish that any named company’s former program was unlawful.
What public evidence cannot show
Filings, public reports, executive statements, and corporate pages do not reveal private budgets, internal recruiting instructions, employee-resource-group activity, unannounced staffing changes, or whether work continues under a different name. A company can also retain a webpage that no longer reflects day-to-day practice. The categories above therefore describe documented public positions and changes—not a definitive measure of each company’s internal activity.
How to track future changes
Because policies and disclosures can change between reporting cycles, check a company’s annual report and 10-K, proxy statement, diversity or sustainability report, careers and values pages, and attributable executive statements. Compare dates and the actual measures reported: an old target, a current broad statement, and a new workforce report are not interchangeable evidence.
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