Victoria’s Secret shifted its public language from diversity, equity and inclusion (DEI) to “inclusion and belonging,” but the available records do not show whether that change altered day-to-day workplace practices. Bloomberg reported the wording shift, removal of a supplier-diversity section and the halt of a promotion goal for Black workers on March 5, 2025. Those reported changes should not be read as proof that every diversity effort ended—or that existing programs continued unchanged.
What changed at Victoria’s Secret?
Bloomberg reported on March 5, 2025, that Victoria’s Secret had replaced references to DEI efforts on its website with “inclusion and belonging” language. Bloomberg also reported that the company took down a supplier-diversity section and halted its promotion goal for Black workers. These are reported changes to public materials and a specific goal; the reporting does not establish that every diversity initiative ended.
Bloomberg placed the changes amid U.S. government and conservative-activist criticism of corporate representation goals. That is relevant context, not proof of the company’s full internal rationale or of a single cause for its decisions.
How does the company describe its current approach?
On its current Inclusion & Belonging Overview, checked October 5, 2026, Victoria’s Secret & Co. calls belonging foundational and identifies broad priorities: recruiting talent, fairness and opportunity, respect for differences, and bringing diverse perspectives into decision-making. The page also connects inclusion to the company’s products, services and communications.
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In a statement quoted by Bloomberg, an unnamed company representative said, “We are steadfast in our commitment to inclusion and belonging because it’s foundational to our company and to a high-performance culture.” Bloomberg did not identify the representative by name. The company’s overview describes stated priorities; it is not an audit of results.
How does the current language compare with the earlier framework?
Victoria’s Secret & Co.’s 2024 Form 10-K, for the fiscal year ended February 3, 2024, provides a dated baseline. It described DEI as part of company culture and strategic priorities, organized around People, Experience and Purpose. The filing discussed workforce representation and advancement as well as investment in diverse-owned suppliers.
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| Dimension | 2024 Form 10-K | Current public overview and reported 2025 changes |
|---|---|---|
| Terminology | DEI, organized under People, Experience and Purpose. | “Inclusion and belonging” on the company overview, following the wording change Bloomberg reported. |
| Specificity | Described a formal framework and commitments, including workforce advancement and supplier investment. | The current overview emphasizes broad principles. Bloomberg separately reported a halted promotion goal for Black workers. |
| Areas named | People, workplace experience and purpose, with workforce and supplier commitments. | The overview names talent recruitment, fairness and opportunity, respect for differences, and diverse perspectives in decisions; Bloomberg reported that a supplier-diversity section was removed. |
| What the evidence shows | A company filing describing its framework and commitments as of the reporting period. | Company-stated priorities plus Bloomberg’s account of changes; neither establishes independently assessed outcomes. |
The comparison shows a shift in terminology and in what is described publicly. It does not measure program quality or prove how employees, suppliers or promotion decisions were affected.
Did Victoria’s Secret end its diversity goals?
Bloomberg reported that the company halted its promotion goal for Black workers. That supports a specific claim about that goal, not a conclusion that all diversity-related activity stopped. Conversely, the company’s current inclusion-and-belonging language does not establish that the earlier framework or commitments continued unchanged in practice. The reviewed public statements, filing and reporting do not settle what changed inside the company after the language shift.
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In a May 21, 2026 statement about brand positioning, CEO Hillary Super wrote, “Sexy is a deeply personal feeling and every woman will have a different perspective on it.” That offers later context about the brand’s view of women’s perspectives; it is not an update or assessment of workplace inclusion policies.
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