AT&T said in a December 1, 2025 letter to the Federal Communications Commission that it was ending DEI-related policies “not just in name but in substance.” The letter set out changes to roles, training, hiring, employee groups, supplier decisions, surveys and sponsorships. It was submitted while the company sought FCC approval in a proceeding involving UScellular spectrum licenses. The record supports describing regulatory and political pressure as context, but does not establish AT&T’s private motive.
What changed, and when?
The changes emerged in two stages. In March 2025, PhoneArena reported that AT&T had retitled its chief diversity officer role as vice president of culture and inclusion, stopped funding some groups and events, discontinued employee pronoun pins and ended participation in the Human Rights Campaign’s Corporate Equality Index. That account drew partly on a source close to AT&T and referenced an internal memo reported by Bloomberg, so these should be understood as reported early changes.
A more detailed, formal statement came on December 1, 2025. AT&T Senior Executive Vice President and General Counsel David McAtee II sent a letter to FCC Chairman Brendan Carr in a proceeding concerning applications to assign UScellular spectrum licenses. Reuters reported the letter as a commitment to end DEI programs as AT&T sought regulatory approval for UScellular spectrum assets.
What did AT&T say it would stop or change?
The December letter described the company’s intended practices in several areas. McAtee wrote: “AT&T does not and will not have any roles focused on DEI.” The letter also said AT&T had removed DEI-related training and references from internal and external messaging.
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Hiring, development and advancement
AT&T said hiring, training, career development and advancement would not be based on or limited by protected characteristics. It also said it would not use hiring quotas based on those characteristics.
Employee groups
The company said employee groups would remain, but would be open to any employee, subject to corporate oversight, and would have no role in hiring or advancement decisions. In its letter, AT&T said the groups had existed for more than 50 years and that the company had over 110,000 employees in the United States. Those are company-published figures, not independently validated figures.
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Suppliers, surveys and sponsorships
AT&T said supplier contracts would be awarded according to value, quality, function and business objectives, without demographic-based goals. It also said it would stop participating in recognition surveys focused on protected characteristics and had discontinued sponsorships it considered inconsistent with its business strategy.
Did AT&T say it was abandoning equal opportunity?
No. Alongside the changes, AT&T reaffirmed its commitment to equal employment opportunity and nondiscrimination. Its letter describes ending DEI-related policies and practices as the company defined them, while continuing to state that employment decisions would comply with applicable law and would not discriminate on the basis of protected characteristics. It does not say that employee groups or every activity related to diversity would disappear.
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Why did AT&T act, and what does “under pressure” mean?
AT&T said it had followed executive orders, Supreme Court rulings and guidance from the U.S. Equal Employment Opportunity Commission, and had adjusted its employment and business practices to comply with applicable laws and related requirements. The letter also tied its decisions to business priorities, including its 5G and fiber objectives.
The timing also drew attention because the FCC letter was submitted during a proceeding tied to AT&T’s effort to acquire UScellular spectrum assets. Reuters connected the commitment to that regulatory context, while March reporting described public pressure from activist Robby Starbuck and the wider political climate. These facts explain why commentators framed the move as a response to pressure; they do not, by themselves, prove what privately motivated AT&T.
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