🌈 Topic
Opposed = rolled back or ended DEI programs. Supported = maintained or expanded them.
50
Opposed
59
Mixed
1
Silent
69
Supported
Block eliminated diversity and inclusion roles as part of its 2025-2026 restructuring. Former head of communications at Square noted that cuts to policy and DEI teams were evidence of "standard prioritization and cost management" rather than AI-driven transformation, per a NYT essay.
Customer.io maintains formal commitment to Diversity, Equity, Inclusion, and Belonging (DEIB), supported by Ami Resource Groups. The company's fourth core value is "Awkwardness"—celebrating uniqueness and supporting teams in an inclusive way. Director of Talent Nick Cortesi stated: "At Customer.io, being yourself isn't just tolerated; it's the whole point." The company holds a 4.0 Glassdoor Diversity & Inclusion rating. More than half of employees joined in the last year amid significant growth.
Dropped the phrase "diversity, equity and inclusion" from its annual report. The wording appears in the 10-K filed 2024-12-19 and is absent from the 10-K filed 2025-12-18.
Microsoft removed DEI from mandatory performance reviews and will not publish its 2025 diversity report, ending annual disclosures maintained since 2015. Internal memo cited DEI as "charged" language amid legal environment. Two DEI-specific roles were eliminated in 2024.
CAVA published its first Impact Report in 2025 with ESG and DEI commitments organized around "Heart, Health, and Humanity" pillars. The company runs "Allies in Motion" (AIM), a team member resource group that hosted 38 events in 2024 to increase allyship, empathetic listening, and inclusivity. Senior director Jenny Roberts stated: "We do what we can to promote an inclusive culture through daily practices. We have a very comprehensive anti-discrimination and sexual harassment policy, and then we have the Allies in Motion group" to "understand the different walks of life that different team members come from." CAVA surpassed $1 billion revenue in 2025 while launching "Flavor Your Future" career development platform.
Klarna has made no notable public DEI commitments or rollbacks through 2025. The company's focus has been narrowly on AI-driven workforce reduction and its NYSE IPO (valued at $15B, trading as KLAR). No ERG announcements, diversity reports, or anti-DEI statements have been documented.
Sequoia partner Shaun Maguire posted on X that DEI "was the most effective KGB operation of all time." After Maguire spread a false conspiracy theory in August 2025 misidentifying a Palestinian student as the Brown University shooter, Sequoia's COO Sumaiya Balbale, a practicing Muslim, resigned citing the remarks as "Islamophobic." Roelof Botha publicly defended Maguire's comments afterward.
In July 2025 leaked WhatsApp messages reviewed by Washington Post, Andreessen attacked Stanford and MIT as "political lobbying operations fighting American innovation" and said "the combination of DEI and immigration is politically lethal." Wrote "my people are furious and not going to take it anymore." Previously appeared on Joe Rogan as a full MAGA member in November 2024.
Andreessen Horowitz shut down its Talent x Opportunity (TxO) Fund for underserved founders in late 2025, laying off its entire staff. TxO had backed 60+ startups with $175K grants since 2020. Marc Andreessen separately told a private chat with AI scientists and Trump officials that universities would "pay the price" for DEI, calling it a form of discrimination that was "politically lethal."
Eliminated DEI goals from employee performance reviews, disbanded its dedicated DEI team, and stopped publishing its annual diversity report in 2025 — abandoning five years of mandatory DEI Core Priority objectives for all staff. Maintained ERGs and inclusion language but removed all DEI metrics from formal evaluations. Microsoft, Google, and Meta all stopped publishing diversity data in 2025, while Apple, Amazon, and Nvidia continued.
Supercell continued sponsoring Helsinki Pride for the fourth consecutive year in 2025 through the Better Games Together collective (with Rovio, Metacore, Next Games, and nonprofit We in Games). The company participated in the Pride March on June 28, 2025 with a dedicated truck and walking contingent. Over 53% of Supercell's Helsinki employees come from international backgrounds across 45+ nationalities. At GDC 2025, Supercell presented "Is Diversity a Dirty Word in 2025? Supercell's 4-Pillar Approach to DEI," stating they are "committed to addressing these challenges head-on, not with empty promises, but by candidly sharing both our progress and our setbacks."
Job postings emphasize DEI-focused hiring initiatives and building inclusive candidate experience. Technical recruiting managers expected to implement DEI-focused initiatives while partnering with senior leaders on hiring strategies. Company grew 6% year-over-year to 2,187 employees in 2026, valued at $4.2 billion.
Internal "Fusion Inclusion" employee group leads company-wide DEI events and initiatives. Leadership committed to proactively building diverse company where range of perspectives strengthen the mission. 71% of employees recommend working there per Glassdoor, with 4.1 rating for diversity and inclusion. Workforce grew 76.5% from 650 to 1,148 employees between 2023-2026.
In June 2020, personally donated $120 million split equally among UNCF, Morehouse College, and Spelman College — the largest individual donation ever to support HBCU scholarships. In May 2025, joined Anthropic's board of directors to support responsible AI development, maintaining alignment with safety-focused and DEI-consistent institutions while Netflix upheld its own DEI commitments through 2025.
Publicly criticized the corporate DEI rollback wave in May 2025: "I am baffled by all the companies doing an about-face on their social initiatives right now. Did you not actually mean it in the first place? Either don't do it, or do it and stay doing it." Stripe maintained its diversity commitments while peers like Meta, Amazon, and Google retreated.
In a May 2025 Irish Times interview, explicitly criticized the corporate DEI rollback wave: "I am baffled by all the companies doing an about-face on their social initiatives right now. Did you not actually mean it in the first place?" Framed both DEI and climate commitments as obligations companies should not abandon under political pressure.
Netflix maintained DEI commitments in 2025, affirming in its 10-K it "builds diversity, inclusion and equity into all aspects of operations globally." Shareholders rejected anti-DEI proposals with 99%+ of votes. Netflix did not join the corporate DEI rollback wave unlike Meta, Amazon, Google, and Microsoft.
Summit Partners has made 33 diversity investments in women-founded or women-led companies including Instrumentl, Hallmark Healthcare Solutions, CoderPad, Brooklinen, Smartsheet, and LifeStance Health. Sophia Popova was recognized on PE Hub's 2025 Class of Women in Private Equity List. Portfolio company Red Points became a certified B Corp for rigorous social and environmental standards. Summit was named a BluWave 2024 Top PE Innovator and Inc. Founder Friendly Investor in 2025.
Returned as Bumble CEO in March 2025, reaffirming the company's mission of "creating meaningful, equitable relationships" and announcing a brand evolution maintaining feminist and inclusive values. Bumble has not announced any DEI rollback and has historically maintained strong inclusion programs across gender identity and sexual orientation.
Dropped the phrase "diversity, equity and inclusion" from its annual report. The wording appears in the 10-K filed 2024-03-27 and is absent from the 10-K filed 2025-03-26. The later filing uses "inclusive culture" instead.
Dropped the phrase "diversity, equity and inclusion" from its annual report. The wording appears in the 10-K filed 2024-03-29 and is absent from the 10-K filed 2025-03-26.
Dropped "diversity" from annual report in 2025. Eliminated workforce diversification goals. Now focuses on "Equality" compliance instead.
Dropped the phrase "diversity, equity and inclusion" from its annual report. The wording appears in the 10-K filed 2024-03-07 and is absent from the 10-K filed 2025-03-10.
In March 2025, Anthropic quietly removed from its website Biden-era voluntary commitments to research AI bias and discrimination, discovered by watchdog The Midas Project and reported by TechCrunch. The removal aligned with broader Trump executive order pressure targeting DEI. Co-founder Jack Clark stated the removal was unintentional and the commitments were restored within days.
Dropped the phrase "diversity, equity and inclusion" from its annual report. The wording appears in the 10-K filed 2024-03-01 and is absent from the 10-K filed 2025-03-05. The later filing uses "inclusion and belonging" instead.
DoorDash softened its DEI stance in 2025, dropping specific program descriptions and numeric diversity targets from its annual filings while keeping general diversity language. Shifted from "target-based" to "holistic" approach. Still maintains ERGs and inclusion language on careers site, but stopped outlining specific DEI programs — occupying a middle ground between full rollback and commitment.
Thoma Bravo removed references to its DEI council from its 2024 annual report, joining Carlyle and other PE firms in retreating from diversity commitments. The firm cited Trump's executive orders on DEI as a risk factor that could subject it to compliance investigations and threaten fundraising. PitchBook analysis found significant drops in DEI language across major PE firm filings between 2023 and 2024.
TPG removed references to its DEI council from its 2024 10-K annual report, citing Trump's executive orders as a risk factor. The firm joined Carlyle, Ares, Apollo, and KKR in warning that anti-DEI sentiment could threaten fundraising, government program profitability, and stock prices. PitchBook found the use of "DEI" and "diversity" dropped significantly across major PE firms between 2023 and 2024 filings.
Dropped the phrase "diversity, equity and inclusion" from its annual report. The wording appears in the 10-K filed 2024-02-29 and is absent from the 10-K filed 2025-02-27.
Dropped the phrase "diversity, equity and inclusion" from its annual report. The wording appears in the 10-K filed 2024-02-28 and is absent from the 10-K filed 2025-02-27.
Dropped the phrase "diversity, equity and inclusion" from its annual report. The wording appears in the 10-K filed 2024-02-27 and is absent from the 10-K filed 2025-02-26. The later filing uses "diversity and inclusion" instead.
Dropped the phrase "diversity, equity and inclusion" from its annual report. The wording appears in the 10-K filed 2024-02-22 and is absent from the 10-K filed 2025-02-26.
Dropped the phrase "diversity, equity and inclusion" from its annual report. The wording appears in the 10-K filed 2024-02-29 and is absent from the 10-K filed 2025-02-25. The later filing uses "inclusive culture" instead.
Dropped the phrase "diversity, equity and inclusion" from its annual report. The wording appears in the 10-K filed 2024-02-15 and is absent from the 10-K filed 2025-02-20. The later filing uses "inclusion and belonging" instead.
Uber's FY2024 10-K, filed with the SEC on February 14, 2025, dropped the "Diversity and Inclusion" section that had appeared in every prior annual report and did not use the word "diversity" once — the first annual report since Khosrowshahi personally donated $1 million to Trump's 2025 inaugural fund roughly two months earlier.
Google ended hiring goals for underrepresented groups in February 2025, removed "diversity, equity, and inclusion" from its SEC annual report, discontinued DEI training programs, and dropped 50+ DEI-related organizations from its funding list. CDO role renamed to VP of "Googler Engagement."
Dropped the phrase "diversity, equity and inclusion" from its annual report. The wording appears in the 10-K filed 2024-01-25 and is absent from the 10-K filed 2025-01-30. The later filing uses "inclusion and belonging" instead.
Substack hosts diverse voices including writers from marginalized communities, and many successful newsletters focus on social justice, civil rights, and LGBTQ+ issues. However, the platform's refusal to comprehensively ban Nazi and white-supremacist content led to a second wave of writer departures in early 2025. Writers cited growing concerns over political extremism following Trump's inauguration. The company has not implemented proactive content moderation.
Shopify shut down its One Million Black Businesses initiative and Indigenous entrepreneur support program in January 2025, eliminated its equitable commerce team, and dismantled DEI programs. CEO Lütke described eliminated programs as "side quests." Nearly 400 Canadian tech leaders signed an open letter condemning the cutbacks.
Drove Shopify's dismantling of DEI programs in early 2025, shutting down the One Million Black Businesses initiative and Indigenous entrepreneur support. Described eliminated DEI programs as "side quests." X account shifted to endorsing Trump tariffs and DOGE content.
Ordered end of Meta DEI programs including "Diverse Slate" hiring, equity training, and diverse supplier sourcing. Chief Diversity Officer moved to new role.
Zuckerberg ended Meta DEI programs January 2025. Joined industry rollback. "Mediocrity" framing.
Amazon halted DEI programs in January 2025 per an internal memo, scrubbed DEI from its 2024 annual report, and consolidated LGBTQ+, Black equity, and diversity website sections into a single paragraph removing all "transgender" language. CEO Jassy characterized eliminations as cost-cutting.
No DEI program rollbacks announced through 2025. Jobs page states: "We embrace diverse perspectives, ideas, and backgrounds at Stripe." Active ERGs include Equate, Rainbows, Black Stripes, Unidos, and Veterans @ Stripe. As a private company, Stripe has not faced the proxy-statement pressure that drove many Fortune 100 peers to roll back DEI.
Welsh, Carson, Anderson & Stowe maintains both an ESG Committee and a D&I Committee as part of governance structure. The December 2024 Responsible Investment Report states WCAS has "maintained and expanded our commitment to fostering diversity & inclusion" both within the firm and the broader investment industry. In November 2024, WCAS promoted four professionals to General Partner including two women (Caroline Dechert and Ting Gu) focusing on healthcare investments.
GIC hosted the official launch of the CFA Institute DEI Code in Singapore at its headquarters on October 30, 2024. GIC was among the founding signatory organizations alongside GMO Singapore, Cambridge Associates, and CFA Society Singapore. Chief People Officer Deanna Ong stated: "GIC is proud to support the launch of the DEI Code Singapore, setting out framework principles designed to drive positive systemic change in the financial services industry." GIC also maintains formal DEI programs including internships for students with disabilities since 2019.
Declared "Go woke, go broke" and argued that DEI and wokeism "have done more to deepen poverty than capitalism ever has." Said identity politics are regressive: "You should have to prove yourself in every instance." Praised Trump and Musk's pushback against DEI-focused institutions.
Permira is signatory of ILPA "Driving Inclusion in Alternatives" initiative fostering DEI practices. 2021 data showed 30% of buyout companies had dedicated Head of D&I, 52% had D&I steering committees, 82% had D&I policies. Permira maintains sustainability focus: founding member of ILPA ESG Data Convergence Initiative since 2021, member of Sustainable Markets Initiative PE Taskforce. 92% of buyout companies report GHG emissions; 77% have sustainability strategy.
Oura signed the California Equal Pay Pledge on March 25, 2024, joining major employers in committing to eliminate the gender pay gap. The company emphasized this commitment extends globally to all Oura employees, not just California. Oura stated that being "Human First" is a core value and they design systems and processes to combat pay inequity. The company also invested significantly in women's health features including Period Prediction, Fertile Window prediction, and Pregnancy Insights.
Palantir has never had a formal DEI program and CEO Alex Karp has explicitly criticized DEI frameworks as counter to meritocracy. Karp described pro-Palestine campus protesters — many associated with social justice frameworks — as a "pagan religion" and an "infection inside of our society." The company's culture emphasizes hiring for excellence without formal diversity commitments.
Snap laid off 10% of its global workforce (~500 employees) in February 2024, explicitly cutting DEI and HR analytics teams that handled diversity surveys and inclusive hiring. Business Insider confirmed the DEI team was included in cuts, part of a broader industry trend of rolling back diversity programs.
Zoom hired its first Chief Diversity Officer in 2020 who later departed without replacement. The company then "disbanded its internal DEI team" during 2024 layoffs, cutting approximately 2% of total workforce with reports indicating DEI roles were specifically targeted. Zoom stated it plans to work with "external constituents" instead. Employee reviews noted "new leaders were 90% white men—huge loss for diversity and inclusion." Yuan was previously named Comparably's Best CEO for Diversity in 2021 before the reversals.
Posted "DEI is just another word for racism. Shame on anyone who uses it" on X on January 3, 2024, responding to Bill Ackman's essay arguing the practice leads to racism against white people. The post drew widespread criticism from business leaders and civil rights groups. Tesla subsequently removed all DEI references from its SEC filings.
Led campaign against Harvard president Claudine Gay. Criticized DEI programs as discriminatory. Conservative activist investor.
Maintained DEI programs and diversity reports. Michael Dell personally advocated for inclusion. Dell foundation supports education access.
YC maintains diversity programs. Michael Seibel prominent Black partner. Startup school accessible globally. But leadership remains homogeneous.
Lean In foundation advocates for women in leadership. But Meta DEI programs rolled back after her departure.
Whitney Wolfe Herd Bumble champion of women. First female founder to take company public. Gender equity focus.
Michael Seibel YC Managing Director. Prominent Black tech leader. Twitch co-founder. Diversity advocate.
Initialized Capital Alexis Ohanian (Reddit) partner. Supported diversity. 776 successor fund.
Lightspeed diversity efforts. But Israeli portfolio complicates Palestine stance.
General Catalyst diversity efforts maintained. More progressive than MAGA VCs.
Insight Partners growth equity focus. Less ideological than seed VCs. Enterprise SaaS focus.
Patrick Collison Stripe diverse workforce globally. Irish immigrant success. Pro-immigration.
Brian Chesky Airbnb diversity efforts. Belong Anywhere campaign. DEI maintained.
Marc Benioff Salesforce equality advocate. Equal pay assessments. Chief Equality Officer role.
Jensen Huang Nvidia diverse engineering. Taiwan-born immigrant success. Not vocally political.
Reed Hastings Netflix inclusion efforts. But "keeper test" culture prioritizes performance.
Battery Ventures diversity efforts. Enterprise software focus. Boston-based.
Ramp has not made public statements about DEI program changes during the 2025 rollback wave. The company achieved $300M+ ARR with ~500 employees by focusing on capital efficiency over rapid headcount growth. Unlike competitors who conducted mass layoffs, Ramp maintained team stability through the 2022-2024 tech downturn, though the company has not disclosed diversity metrics or published a diversity report.
Faire enables retailers to "Shop by your values" with filters for Women-owned, AAPI-owned, Black-owned, Latino-owned, and LGBTQI+-owned businesses. The company provides equal employment opportunities (EEO) to all employees and applicants without regard to race, color, religion, sex, national origin, age, disability, genetics, sexual orientation, gender identity or expression.
Maintains active DEI commitment with Inclusion and Diversity committee recruiting more female investment professionals. Joined ILPA's Diversity in Action Initiative demonstrating commitment to advancing DEI. Apax Foundation has donated over £30 million to organizations including Breaking Barriers (refugees), Opportunity Network (education equity), Impetus (UK welfare), and BUILD NYC (entrepreneurial training). Claims every person at Apax has responsibility to foster inclusive environment.
ICONIQ Capital has made 20+ diversity-focused investments according to Crunchbase. The firm operates an internal employee engagement group called "ICONIQ Women" that supports women in leadership roles and runs an annual Fellowship Program. ICONIQ Impact has mobilized over half a billion dollars in philanthropy, with specific focus on supporting women-led nonprofits and partnering with organizations like the Jeremiah Program to advance economic mobility for single mothers.
Kleiner Perkins' Fellows program has maintained 50/50 gender parity for over 5 years. In 2018, the program achieved 70% minority students and 15% underrepresented minorities; in 2019 it reached 75% minority students. The firm partners with HBCUs, Hispanic-serving Institutions, and organizations like ColorStack to increase diversity. The approximately 70-person annual cohort embeds at KP-backed companies including Figma, Faire, Rippling and Aurora Innovation.
SoFi maintains Diversity, Equity, and Inclusion as its No. 1 company priority, stating DE&I is "at the center of everything they do" and a "competitive advantage." The company sponsors seven Employee Resource Groups (SoFi Circles), runs a Manager Excellence Program equipping managers to create inclusive environments, and has 4.3/5 stars on DEI employee ratings. SoFi defines DE&I as creating a culture where "every employee feels like they genuinely belong, are respected and valued, and can do their best work."
Yuga Labs Social Lead Shpend Salihu resigned on November 5, 2023 after past racist and antisemitic tweets resurfaced. He admitted the posts were "a distraction from the Club." NFT community members criticized the company for inadequate social media vetting during hiring. Separately, artist Ryder Ripps alleged BAYC imagery contained "dehumanizing" racial elements and "Nazi dog whistles." Yuga Labs (whose founders are Jewish, Turkish, Pakistani, and Cuban) denied these allegations and sued Ripps for trademark infringement.
Techno-Optimist Manifesto explicitly rejects DEI as part of "enemy" ideology. Called diversity initiatives "central planning." a16z has no diversity reports and minimal representation in leadership.
a16z Techno-Optimist Manifesto explicitly rejects DEI. Marc Andreessen called diversity initiatives "enemy."
Fivetran maintains a Director of Diversity, Equity & Inclusion role that creates and implements inclusion strategies globally, with particular focus on diversity recruiting for Black/African American and Latinx talent. The company runs Employee Resource Groups (ERGs), internal training on equity and allyship, and ties DEI metrics to OKRs. In 2023, Jiyoung Yoon, Senior Director of Employee Experience, stated: "Listening is a vastly underrated tool. Bringing about meaningful change happens when employees truly start listening to one another with the intent to understand rather than reply."
Strong public DEI commitments. Equal pay assessments. Chief Equality Officer role.
Outreach founder Manny Medina, an immigrant from Ecuador, built DEI as a core company value. The leadership team is 50% women. At Unleash 2023, the company featured sessions on "how to advance DEI on a global scale" with People and Culture Executive Pamela Mattsson discussing how to "intentionally champion women and people of color in sales." Employees rated diversity and inclusion 3.7 out of 5.
TA Associates maintains a formal Diversity, Equity and Inclusion Policy and partnered with Evercore to create TA-CORE, a program promoting greater diversity in private equity and investment banking. TA-CORE provides five years of mentorship to candidates from historically underrepresented racial and ethnic groups (Black, Hispanic/Latino, American Indian/Alaskan Native). The firm ensures board representation at portfolio companies to advocate for diverse candidate recruitment for Board and C-suite positions.
FLOW blockchain (created by Dapper Labs) announced a $1 million token grant program in February 2022 specifically for Black developers, platforms, and creators building dApps. Beyond the grant, recipients receive "promotional and customized support from a team and network of experts including technical, design, product, and marketing." The company also hosted a BootCamp for Black developers and partnered with Umba Daima, an NFT art studio, for a Web3 event series in Atlanta.
Riot Games $100M settlement for gender discrimination. Culture improved since 2019. Still work to do.
Activision Blizzard "frat boy" culture. Bobby Kotick era harassment scandals. Microsoft acquisition promised change.
In a June 2021 Bloomberg TV interview, Snowflake CEO Frank Slootman said companies should prioritize merit over diversity goals: "We're actually highly sympathetic to diversity but we just don't want that to override merit." He claimed other CEOs privately shared his views but feared public backlash. Critics called this a false dichotomy between merit and diversity.
Warburg Pincus formed the inaugural Council for Diversity, Equity, & Inclusion in 2020, co-led by CEO Chip Kaye and President Jeff Perlman. The firm maintains employee networks including Women@Warburg (quarterly forum since 2015), Black@Warburg, Asian@Warburg, Out@Warburg, and Parents@Warburg. In February 2021, Warburg Pincus joined The Board Diversity Action Alliance as a supporting partner to drive greater racial and ethnic board diversity in PE-backed companies. The firm partners with Girls Who Invest, SEO Alternative Investments, and Level 20.
Armstrong's 2020 "apolitical" memo explicitly banned employee DEI activism and social cause advocacy at work, offering severance to those who disagreed — 60 employees (5%) took the offer. He praised Google's CEO for adopting a similar "mission-first" policy in 2024. Armstrong frames his stance as protecting business focus rather than opposition to diversity itself, but the effect has been to shut down internal DEI organizing.
In June 2020, Hellman & Friedman joined Diligent Corporation's Modern Leadership Initiative and pledged to create five new board roles among its portfolio companies for racially diverse candidates. H&F was among 21 private equity firms partnering directly with Diligent to deepen diversity across portfolio company boards. In 2022, H&F created a senior Head of Sustainability & ESG role (filled by Zomo Fisher) to oversee ESG programs including board diversity. H&F stated that "a long-term, sustainable approach to business and investment decisions has been a core part of H&F's investment philosophy since the firm was established in 1984."
CEO Pat Brown signed the CEO Action for Diversity and Inclusion Pledge in 2019, committing to diversity trainings and cognitive bias seminars. The company established Employee Resource Groups including Impossible Pride (LGBTQ+) and Women at Impossible. Impossible Foods partnered with Colin Kaepernick's Know Your Rights Camp, Black Lives Matter of Greater New York, and SodexoMagic (chaired by Magic Johnson).