By Kristin Edwards
Howard University News Service
WASHINGTON – Companies are rolling back their Diversity, Equity, and Inclusion (DEI) initiatives. This “troubling” trend is reshaping corporate culture, igniting widespread debate.
Most recently, Target scaled back its DEI commitments, joining companies, such as Meta Platforms, Amazon and Walmart, in adjusting their diversity initiatives following President Donald Trump’s plans to eliminate them within the federal government.
These DEI rollbacks have raised questions about past corporate efforts, leaving some – especially those from underrepresented groups – uncertain about workplace inclusivity.
“Companies that have removed DEI initiatives following the return of the Trump regime were never serious about being inclusive to begin with,” said Kennedy Edwards, a recipient of the Leadership Council on Legal Diversity Fellowship.
The U.S. Civil Rights Act of 1964 laid the foundation for workplace DEI efforts by outlawing discrimination.
In 2020, the murder of George Floyd prompted many companies to introduce new DEI initiatives, pledging their commitment to meaningful change.
Now, in 2025, companies are reducing these efforts that Trump called “illegal” and shifting priorities.
Edwards said many introduced these efforts in 2020 merely to appear supportive rather than enact real change.
“Like the rest of the MAGA world, [companies] have shown their true colors in the face of oligarchy,” she said.
Only about 10 days into his presidency, Trump began eliminating DEI initiatives – going as far as blaming DEI for the recent DC aircraft collision in his first press conference, which left many appalled in their state of mourning.
As an HR Business Partners intern, Howard University student Kaily Kuykendall, worked on DEI projects.
“I’ve seen how younger workers and consumers expect companies to stand by their commitments,” Kuykendall said. “Backtracking can break trust, hurt employee morale, and even impact sales. In the long run, scaling back on DEI will cost,” Kuykendall said.
She believes cutting DEI initiatives will “cost,” damaging companies’ reputations, culture and employee engagement.
“It signals that inclusion isn’t a priority, leading to backlash, negative press, and trouble attracting talent,” she said.
Following Trump’s executive order targeting DEI initiatives, federal agencies removed resources for underrepresented Americans from their websites.
In addition, Trump called for all DEI staff to be placed on paid leave, with plans for eventual layoffs.
He said he is committed to reinstating “merit-based training” instead.
DEI experts contested this, stating that DEI programs aimed to create a “true” merit-based system while the system Trump referred to favors discrimination and inequity.
For Kuykendall, DEI initiatives made a positive difference in the work environment.
“My experience working on DEI-focused projects has shown that when employees feel valued and included, they’re more engaged, innovative, and likely to stay,” she said. “Companies that cut back on DEI are missing a huge opportunity to create a more inclusive and productive workplace.”
Trump’s voiced opposition and executive orders aimed toward these programs have led companies to reconsider their DEI policies under his presidency.
A survey on the future of DEI in corporate America found that 5% of companies have already eliminated DEI.
More than 10% plan to phase out their DEI programs by the end of the year. Another 8% will retract theirs within four years.
DEI is now a deeply divisive topic in the corporate world as many argue the rollbacks are a decision that “repeats history.”
In contrast to this DEI rollback trend, there are companies, like Costco, Ben & Jerry’s and JP Morgan, who continue to support their DEI policies, voicing their commitment to diversity and inclusion.
Kristin Edwards is a reporter for HUNewsService.com.
