Corporate America is abandoning DEI language. What are we doing?

Five years ago, after the murder of George Floyd, companies tripped over each other to declare their commitment to diversity, equity, and inclusion (DEI).

“We’re becoming an anti-racist company!” shouted Uber.
“We’re tackling structural inequality!” promised Best Buy.

Fast forward to 2025, and what do we see? Those same companies are now hastily scrubbing DEI language from their annual reports. According to an analysis by The New York Times, the number of S&P 500 companies explicitly mentioning DEI has dropped by nearly 60%. Some are replacing ‘equity’ with the vaguer term ‘belonging’. Others, like Uber and DuPont, are tossing out their entire DEI sections.

There’s a combination of factors at play: a political shift in the U.S., legal pressure on diversity programs, and—let’s be honest—the bitter realization that for some, DEI was never truly a core value, but rather a reputation strategy. A gesture.

So, is DEI passé now?

DEI isn’t “gone,” but companies are increasingly opting for silent mode. They don’t want to become a target.
But let’s not forget one thing: real change doesn’t come from PR statements, but from structural policy.

DEI is not an American invention. The questions “How do we ensure fair opportunities?” and “How do we build truly inclusive organizations?” remain relevant everywhere. And here, I still see plenty of government initiatives—think subsidies from ministries and the European Commission—that do promote justice and anti-discrimination. So don’t get swept up in the whirlwind of headlines that blow past every day.

In short: DEI is here to stay—but only if we keep it alive. If we let it become a buzzword, it will die off just as quickly as any other trend that becomes uncomfortable.

Inclusion is not a buzzword. It’s a choice. Every single day.

📖 Source: Goldberg, Krolik & Boyce, The New York Times (2025).