10 Employers Still Committed to Diversity, Equity and Inclusion (DEI) in 2025
By Marion Davis
Riding on a wave of anti-DEI legislation last year that especially impacted public universities, with the onset of 2025, President Donald J. Trump has taken further action against diversity, equity, and inclusion (DEI) programs in the government sector. This has led to several corporations such as Target, Walmart, and Amazon likewise rolling back their own DEI programs in an attempt to appease members of the public. While DEI in the government sector now faces mandates forcing disbandment as a legal issue, the presence or absence of DEI in the private sector has largely become an employer branding aspect. Companies like Costco and Delta have announced their commitment to continue focusing on diversity, equity, and inclusion from a corporate social responsibility (CSR) stance that sees investing in diverse employees as a strength.
Research by the World Economic Forum has already shown that companies with above-average diversity scores drive 45% of their average revenue from product innovation, compared to just 26% for those with below-average diversity scores. As one pain point that emerged regarding DEI programs, correct implementation of programs rather than simply the existence of these programs was a significant factor in efficacy. However, 2025 will be a telling year in the private sector with whether businesses decide if corporate social responsibility (CSR) pays off in the face of adversity–whether via the return on interest by investing into diversity initiatives and/or the return on interest by having a ripple effect on diverse members of the local community and better attracting and serving a wider consumer base.
As many people feel fiercely supportive of diversity and inclusion for companies that they consider as both a customer and as talent, there is a growing demand for lists of companies that are continuing to adhere to diversity, equity, and inclusion initiatives. The following list includes 10 employers that are still committed to DEI.
#1. Apple
In the face of increasing political and social pressures, Apple has reaffirmed its dedication to Diversity, Equity, and Inclusion (DEI). The company's "Inclusion and Diversity" page emphasizes: "We're continuing to create a culture of inclusion, increasing representation across teams, and holding ourselves accountable at every level. Because belonging takes all of us." The deliberate use of "continuing" emphasizes Apple's unwavering commitment to promoting an inclusive environment.
Business Case for DEI at Apple
Apple's steadfast commitment to DEI is not only a reflection of its corporate values but also a strategic business decision. By developing a diverse and inclusive workforce, Apple enhances innovation, creativity, and problem-solving capabilities, which are essential in the competitive tech industry. A diverse team brings varied perspectives, leading to products and services that resonate with a global customer base. Moreover, maintaining DEI initiatives aligns with the expectations of a socially conscious consumer market and helps attract and retain top talent from all backgrounds.
Assessment of Labor Equality
Despite its public commitment to DEI, Apple has faced challenges regarding labor equality. Since 2017, Apple claims to have achieved and maintained gender pay equity worldwide. In the U.S., the company reports pay equity concerning race and ethnicity as well as across the intersections of race, ethnicity, and gender. Apple states that it does not ask for salary history during recruitment, basing offers on employees in similar roles. However, in contrast to this claim, in January 2025, Apple was ordered to face a potential class-action lawsuit alleging a policy of paying men higher salaries than women for similar work.
Additionally, the National Labor Relations Board (NLRB) has accused Apple of deterring employees from discussing pay equity and maintaining unlawful work rules. In October 2024, the NLRB charged Apple with restricting workers' use of social media and workplace messaging apps, thereby hindering collective advocacy among workers to champion better working conditions.
Recent Developments and Changes
In February 2025, Apple shareholders overwhelmingly voted to retain the company's DEI policies, rejecting a proposal from the National Center for Public Policy Research (NCPPR) to eliminate these initiatives. This decision reflects strong investor support for DEI, even amid broader conservative backlash influencing other tech companies such as Meta to scale back similar efforts.
Following the shareholder vote, President Donald Trump publicly urged Apple to discontinue its DEI programs. Despite this political pressure, Apple CEO Tim Cook emphasized the company's commitment to creating a diverse and inclusive work culture, acknowledging potential adjustments due to evolving legal landscapes but standing firm on the importance of DEI. Interestingly, despite these differences in opinion, Cook has maintained a cordial relationship with President Trump to negotiate better outcomes for the company which will then indirectly benefit a workforce where diversity is valued.
In response to potential tariffs and to strengthen its domestic presence, Apple announced plans to invest over $500 billion in U.S. projects and labor over the next four years, including building a new server factory in Texas scheduled to open in 2026 and hiring 20,000 additional employees within the company.
In all, Apple's ongoing commitment to DEI, despite external pressures and internal challenges, highlights the company's belief in the business and social value of maintaining an inclusive environment. By investing in DEI initiatives, Apple aims to enhance innovation, meet diverse customer needs, and uphold its reputation as a forward-thinking leader in the tech industry.
#2. Cisco
As another corporation that champions diversity, equity, and inclusion (DEI), Cisco has remained dedicated to DEI publicly while executive orders target diversity. Cisco's unwavering commitment to DEI is deeply embedded in its corporate strategy, reflecting a recognition of the substantial business and societal benefits that diversity and inclusion bring. Through structural organizational changes, proactive labor equality measures, and steadfast dedication amidst external pressures, Cisco exemplifies how prioritizing DEI can drive innovation, employee satisfaction, and community impact. As the company navigates ongoing challenges, its approach serves as a model for integrating DEI principles into the fabric of corporate operations.
Business Case for DEI at Cisco
Cisco’s CEO Chuck Robbins was noted as defending DEI. However, arguably, when reviewing the CEO’s comments, he let DEI speak for itself without seeming to see a need for defense. As a businessman, Robbins noted that many people in the US are viewing DEI as a single-issue talking point within politics when DEI and its implementation is very varied. There have been problems with DEI implementation in recent years, such as diversity and inclusion in appearance only without using metrics to assess for success as well as the rise of reverse discrimination lawsuits alleging illegal race-based firing of white men.
However, diversity and inclusion is not and should not be a zero-sum game. Cisco believes a balanced approach is best within DEI. As Robbins remarked: “there’s too much business value” to abandon diversity and inclusion programs when done right. These remarks by the CEO give insight into why executives in private corporations still hold so steadfastly to DEI even in the face of potential shareholder and public backlash. In fact, this backlash gives even more credence to the financial argument for corporate social responsibility and removing barriers to acquiring and retaining a diverse workforce.
Recent Developments and Challenges
Amid a broader trend of companies scaling back DEI initiatives due to political and social pressures, Cisco has maintained its commitment to promoting an inclusive workplace. In January 2025, CEO Chuck Robbins defended the company's DEI programs, emphasizing these programs’ intrinsic business value and the importance of a balanced approach to diversity and inclusion efforts.
Cisco's dedication to DEI has been recognized through various accolades. In 2023, the company received a 78% rating from the Workplace Pride Impact Awards, achieving Ambassador-level recognition and marking a significant year-over-year improvement. Additionally, Cisco was ranked first on PEOPLE's 2024 list of "100 Companies That Care," reflecting its substantial contributions to community welfare and inclusivity.
Despite these achievements, challenges persist. The company continues to address complex issues such as caste-based discrimination and strives to enhance racial diversity within its workforce. These ongoing efforts emphasize that developing a truly inclusive environment requires continuous evaluation, transparency, and proactive measures.
Assessment of Labor Equality
Cisco's commitment to labor equality is evident through its proactive measures to ensure pay parity and address discrimination. For pay parity initiatives, the company conducts regular global analyses to assess pay equity across gender and, within the U.S., ethnicity. In instances where disparities are identified, adjustments are made to rectify them. For example, in fiscal year 2019, Cisco found minor disparities in about 1% of its global employee population and provided pay adjustments accordingly. Additionally, Cisco has eliminated salary history inquiries during the recruitment process to prevent perpetuating existing pay gaps.
As an example of one past case, in March 2020, Cisco agreed to pay $2 million in lost wages and interest to employees in San Jose, California, following allegations of pay discrimination against women, Black, and Hispanic employees. The company also committed to providing at least $2.75 million in pay-equity adjustments to its employees nationwide over the subsequent five years. Furthermore, Cisco has faced lawsuits alleging other forms of discrimination, such as alleged caste-based discrimination among workers of Indian descent at a California office, highlighting the need for ongoing vigilance and action to create an inclusive workplace.
#3. Costco
Costco is another example of one of the few companies holding firm to its DEI policies in the face of widespread corporate retreat from diversity programs. The company recently stood by its DEI initiatives when its Board of Directors rejected a proposal from the National Center for Public Policy Research to evaluate and report on the risks associated with its DEI efforts. Costco has maintained that its DEI strategy is integral to its ability to attract and retain talent, emphasizing the connection between diversity and employee satisfaction.
Business Case for DEI at Cisco
Costco’s position on DEI seems to stem from a combination of corporate self-interest and social responsibility. By investing in diversity initiatives, Costco is attempting to align itself with progressive values that attract a broader talent pool, particularly from groups that might feel marginalized in more traditional corporate environments. The company’s commitment to DEI is also a reflection of its broader strategy to maintain a positive corporate image amidst shifting political tides.
However, Costco's decision to maintain these programs in the face of public and shareholder pushback reflects a strategic risk. By doubling down on DEI, the company is not just catering to its diverse workforce, but also signaling to customers and partners that it stands for values of inclusion, social responsibility, and fairness. These actions are likely influenced by both external pressure and a genuine desire to remain competitive in a market increasingly concerned with corporate ethics.
Assessment of Labor Equality
However, the company’s commitment to DEI is not without its contradictions. While Costco is publicly praised for its steadfastness on diversity, its workers are simultaneously preparing for a national strike to protest unfair labor practices, low wages, and efforts to undermine unionization. This exposes a critical flaw in Costco’s DEI efforts: while the company may be making strides in promoting diversity, it is also grappling with issues related to workers’ rights and fair treatment within the company. The discrepancy between Costco’s public stance on DEI and its labor practices illustrates a significant gap in the company’s approach to creating truly equitable work conditions.
Recent Developments and Challenges
In January 2025, Costco's Board of Directors recommended that shareholders vote against a proposal from the National Center for Public Policy Research, which called for an evaluation of the company's DEI policies. The board emphasized that DEI efforts are integral to Costco's success, enhancing its ability to attract and retain a diverse workforce. Subsequently, at the annual shareholder meeting, over 98% of shareholders voted to reject the proposal, reaffirming strong support for the company's DEI initiatives.
Concurrently, Costco has faced significant labor challenges. The International Brotherhood of Teamsters, representing approximately 18,000 Costco employees, filed multiple unfair labor practice charges against the company in December 2024. Allegations included expelling union representatives from stores, harassing workers wearing union attire, and interfering with union communications. These tensions escalated to the brink of a nationwide strike. However, on February 1, 2025, a tentative agreement was reached between Costco and the Teamsters, averting the strike and addressing key concerns related to wages and working conditions.
#4. Delta
Delta has been another corporation that continues to assert a strong commitment to diversity, equity, and inclusion (DEI) programs.
Business Case for DEI at Delta
As Atlanta’s largest employer, Delta had publicly announced their continued commitment to diversity, equity, and inclusion. What stood out in Delta’s public comments on DEI by Peter Carter, Chief External Affairs Officer at Delta Air Lines, was the company’s position that sustainability equates to operational efficiency in their eyes and diversity and inclusion is about talent. Delta prides itself on acquiring and retaining high-quality talent with the assertion that their key differentiator as a major airline is their people.
Assessment of Labor Equality
With each company reviewed here, this article is digging deeper into a more nuanced view on the corporation’s track record. This article seeks to understand what the company values so much about diversity, equity, and inclusion (DEI) to proclaim a continued commitment in a time where DEI commitment requires pushback against negative narratives in the media and is no longer easy lip service. At the same time, many of these companies–especially as larger companies–do have some history of employees reporting labor inequality, unsafe working conditions, and so on. We are looking here at what executives in these companies see as so valuable in diversity, equity, and inclusion and how these companies are actually performing regarding reported labor equality and working conditions. The goal here is for readers to better understand a current business case for advocating for diversity, equity, and inclusion while also understanding gaps that are present even in companies that purport to be committed to DEI as areas of improvement.
Despite Delta’s claim that their key differentiator is their people, the legal watchdog site Law.com noted a complaint in 2023 by a former Delta customer service agent that alleged that the airline had violated labor laws by not allowing employees to sit while working. While sitting while working is commonly accepted in commercial settings in Europe where right-to-sit laws are common, the US insistence on standing has proven to be a major disability barrier and a costly mistake for many US-based companies when denying a chair as a reasonable accommodation to disabled employees. While we have mentioned the rise of spinal CSF leaks among women and the bedbound and homebound workforce, it is important to recognize that this condition is commonly associated with secondary POTS. With a wide range of functioning capability with a spinal CSF leak and the secondary POTS from this, some people may be capable of driving seated, walking short distances, and then sitting for extended periods of time but not standing for extended periods of time due to higher heart rates, blood pressure drops, and so on.
Reports like the 2023 complaint demonstrate that–in theory–Delta understands that a diverse workforce can be a key differentiator but that–in practice–to maintain diversity, steps need to be taken to promote inclusion such as following the law in providing accommodations and to even rise above and beyond and follow a right-to-sit approach such as in Europe as a human right without workers needing to disclose their disability nor fight for an accommodation.
Recent Developments and Challenges
With recent aviation disasters being attributed incorrectly to DEI, Delta did not escape unscathed. In mid-February 2025, a Delta plane descended too rapidly during landing, resulting in a hard landing and potential structural damage. The aircraft flipped over upon touchdown at Toronto Pearson International Airport. Miraculously, everyone on board survived. Aviation authorities began investigating the descent rate with initial analyses suggesting the pilots may have had difficulty managing the plane's descent speed in challenging weather conditions, including strong crosswinds. However, pilots should be equipped to handle these conditions. This quickly turned into a viral claim that the pilot was a woman and that Delta was allowing women in the cockpit who were unqualified to fly simply to meet gender equality metrics. Delta pushed back on this claim circulating on internet sites and asserted that all of their pilots must meet qualification requirements. Furthermore, Delta’s CEO clarified that the flight crew had consisted of an experienced male captain and female first officer with all passengers surviving the flight.
#5. Goldman Sachs
Goldman Sachs has long emphasized its commitment to Diversity, Equity, and Inclusion (DEI), recognizing both the ethical and business imperatives of fostering a diverse workforce. This year, CEO David Solomon highlighted in a news interview that clients are increasingly focused on aspects like decarbonization, climate transition, and talent diversity, indicating that DEI initiatives align with client expectations and business strategies.
Business Case for DEI at Goldman Sachs
The firm's dedication to DEI is not solely rooted in social responsibility. This dedication also aligns with tangible business benefits:. A diverse workforce broadens the talent pool, attracting individuals with varied perspectives and skills, which is crucial for innovation and problem-solving. As clients prioritize diversity in their operations, Goldman Sachs's commitment to DEI positions the firm as a preferred partner, paralleling clients' values and expectations. In a competitive market, diverse teams can better understand and penetrate different markets, offering insights that drive business growth and competitiveness.
Recent Developments and Challenges
Despite its longstanding DEI efforts, Goldman Sachs has faced challenges and made notable changes. In February 2025, the firm ended its policy requiring at least two diverse board members for companies it assists in going public. This decision was influenced by legal developments related to board diversity requirements. The National Center for Public Policy Research (NCPPR) has pressured Goldman Sachs to audit its DEI initiatives, citing potential legal and reputational risks associated with race-based policies.
Assessment of Labor Equality
Goldman Sachs's internal practices regarding labor equality present a mixed picture. In November 2023, the firm agreed to a $215 million settlement in a historic gender discrimination lawsuit, addressing claims of systemic bias in pay and promotions over more than a decade. In November 2024, Goldman Sachs promoted 95 employees to partner status, the largest class since 2018. Notably, 27% of the new partners are women, and there was an increase in Hispanic and Latino partners. However, the percentage of Black partners decreased compared to previous years. In December 2024, a London employment tribunal ruled that a former vice president was unfairly dismissed after taking paternity leave, highlighting potential issues in the firm's support for employees balancing work and family responsibilities.
Ultimately, Goldman Sachs's commitment to DEI is driven by both ethical considerations and a clear business rationale, including talent acquisition, client alignment, and market competitiveness. However, recent policy changes and legal challenges are indicative of the complexities of implementing DEI initiatives. While progress has been made in promoting diversity within leadership, the firm continues to face scrutiny over its labor practices, indicating areas where further improvements are necessary to achieve true equity and inclusion in the workforce.
#6. JP Morgan
JPMorgan Chase has consistently emphasized its commitment to Diversity, Equity, and Inclusion (DEI), recognizing both the ethical imperatives and business advantages of fostering a diverse workforce. CEO Jamie Dimon has articulated that DEI initiatives are integral to the bank's mission, stating that they are about ensuring every customer and employee has a fair opportunity and that the bank serves communities while growing its business. Fox Business
Business Case for DEI at JPMorgan Chase
The firm's dedication to DEI is driven by several strategic business considerations. As far as talent acquisition and retention, by developing an inclusive environment, JPMorgan Chase seeks to attract a wide array of talent, enhancing innovation and problem-solving capabilities. For client and community alignment, a diverse workforce enables the company to better understand and meet the needs of its varied clientele, fostering stronger relationships and community ties. Regarding market competitiveness, embracing DEI enhances the bank's adaptability and responsiveness in a global market, positioning it favorably against competitors.
Recent Developments and Challenges
Despite its longstanding commitment, JPMorgan Chase has faced scrutiny and made adjustments in response to evolving political and social perspectives as the company knew it would face scrutiny for its continued commitment to DEI. In February 2025, as the bank anticipated criticism over its DEI policies, it further noted in regulatory filings that it expects to receive criticism from activists, politicians and other members of the public concerning its DEI initiatives, and a spokesperson emphasized that their hiring is “merit-based,” a phrase that is growing in popularity. A common trend is for DEI advocates to explain how merit-based is not in opposition to DEI but rather that DEI can open up the talent pool to hire by merit and to retain by merit by removing barriers to access. This strong corporate adherence to DEI has come under question as the company both publicly supported DEI, but at a townhall meeting, CEO Jamie Dimon noted that he had a desire to eliminate expenditures related to inefficiencies in DEI, saying he did not see a need to remove bias training. He also spoke out against work-from-home policies. However, once audio was leaked about his call for a return to office, he did respond by softening his stance and showing more support for flexible work arrangements. Perhaps there was a need for greater education and awareness of how flexible work arrangements can be simultaneously more efficient and more inclusive of disabled employees and of individuals with caregiver responsibilities.
Assessment of Labor Equality
JPMorgan Chase's internal practices regarding labor equality reflect both progress and areas needing improvement. As far as pay equity initiatives, the bank conducts regular pay equity reviews. In 2023, analyses showed that, globally, women were paid 99% of what men were paid within the company, and in the U.S., employees identifying as other than white were compensated on par with White employees, considering factors like role, tenure, and geography. This level of in-depth auditing is uncommon as many companies during the height of DEI often only posted metrics on appearance with numbers on hiring and so on–and not retention, pay, and so on. In addition to Dimon’s pushback against anti-DEI advocates while also softening his tone on more nuanced aspects in response to public outcry on comments such as a strong return to work stance, this seems to point to a more nuanced and adaptable take on diversity, equity, and inclusion that supports DEI overall and does not succumb to false narratives but also responds to public feedback where points made are rational rather than sensational.
As far as legal settlements, in 2020, JPMorgan Chase agreed to a $9.8 million settlement to resolve allegations of gender discrimination, addressing claims of systemic pay disparities affecting female employees. Perhaps this settlement was a large motivator in the company’s notable focus on ensuring pay equity in later years. For workplace culture enhancements, in September 2024, the bank appointed a global leader to oversee the well-being of junior bankers, implementing policies such as capping workweeks at 80 hours to promote better work-life balance.
Ultimately, JPMorgan Chase's commitment to DEI is demonstrated by both ethical considerations and a strategic business rationale, including talent management, client engagement, and market positioning. While the firm has made notable strides in promoting diversity and addressing pay equity, recent policy adjustments and leadership comments highlight the complexities and challenges inherent in sustaining DEI initiatives but also demonstrate an ability to adapt in response to feedback while pushing back against sensational narratives. Continuous evaluation and adaptation are essential for the bank to uphold its DEI objectives and promote an inclusive workplace culture.
#7. Microsoft
Microsoft has long recognized Diversity, Equity, and Inclusion (DEI) as integral to its mission of empowering every person and organization on the planet.
Business Case for DEI at Microsoft
In the company’s 2024 Global Diversity & Inclusion Report, Chief Diversity Officer Lindsay-Rae McIntyre emphasizes that DEI is foundational to Microsoft's business strategy, enabling the company to innovate and serve a diverse global customer base effectively. Interestingly, McIntyre points out that human diversity is key for innovation in the era of artificial intelligence (AI).
The key drivers for Microsoft’s DEI commitment include talent acquisition and retention, market competitiveness, and regulatory and social expectations. For talent acquisition and retention, Microsoft perceives a DEI focus as allowing the company to attract a wide array of talent, enhancing innovation and problem-solving capabilities. For market competitiveness, a diverse workforce during the age of AI allows Microsoft to better understand and meet the needs of its varied clientele, creating stronger community relationships. For regulatory and social expectations, as a tech leader celebrating 50 years in business, Microsoft's adherence to DEI practices aligns with ethical standards and societal expectations and sees a diversity and inclusion focus as possessing the potential to bolster the company’s reputation.
Recent Developments and Challenges
In mid-2024, reports emerged suggesting that Microsoft had laid off its entire DEI team. However, the company clarified that these reports were inaccurate, stating that only two positions on the events team were eliminated due to duplication, and that the core Global Talent, Development, Diversity, and Inclusion (GTDDI) team remained intact.
Despite external pressures, including political challenges to DEI initiatives, Microsoft has maintained its commitment to diversity and inclusion. The company continues to integrate DEI principles into its business operations, emphasizing that such efforts are essential for innovation and global competitiveness in the era of AI. While this comment was somewhat vague, past research and commentary has shown that the human element grows in value alongside the rise of artificial intelligence in creativity, innovation, and empathy where AI runs on logic and the ability to perform routine tasks. In these routine tasks, AI can surpass humans, but in the human factor, humans are irreplaceable. Microsoft seems to intend to lean into the human factor and expand on it via diversity where DEI is quickly becoming more than just lip service but a desire to create programs that can attract and retain high-quality talent as a diverse workforce to contribute diversely across these factors of creativity, innovation, and empathy.
Assessment of Labor Equality
Microsoft's 2024 Global Diversity & Inclusion Report highlights progress in workforce representation. According to the company’s data, women constitute 31.6% of Microsoft's core workforce, a 0.4 percentage point increase from the previous year. As far as leadership roles, globally, women hold 29% of leadership positions, reflecting a 5% increase since 2020. In the U.S., Black and Latinx employees occupy less than 5% of executive roles with just over a 1% growth since 2020.
While these figures indicate progress, challenges persist. Reports have surfaced regarding workplace culture issues, including allegations of a toxic environment and mismanagement within certain studios, such as Undead Labs. These concerns emphasize the need for ongoing efforts to ensure an inclusive and equitable workplace.
Ultimately, Microsoft's commitment to DEI as a feature and not a fad is evident in its strategic initiatives and transparent reporting. The company acknowledges areas requiring improvement and continues to strive for a more inclusive culture. By embedding DEI into its core values and operations, Microsoft aims to promote innovation, creativity, and empathy as the human factor in tech and effectively serve a diverse global community.
#8. Nasdaq
Nasdaq's efforts to promote DEI reflect its recognition of the value that diverse leadership brings to corporate governance and overall business performance. Despite legal challenges and the recent court ruling vacating its board diversity requirements, Nasdaq continues to support inclusive practices within its organization. The company's internal employee networks exemplify its ongoing commitment to fostering an environment where diversity is valued and inclusion is a core aspect of its corporate culture.
Business Case for DEI at Nasdaq
Nasdaq has demonstrated a commitment to Diversity, Equity, and Inclusion (DEI) by implementing initiatives aimed at promoting diverse leadership within its listed companies. In 2021, Nasdaq introduced a rule requiring most of its listed companies to have at least one female director and one director who identifies as a racial minority or LGBTQ+, or to publicly explain their reasons for not meeting these criteria. This initiative was designed to enhance transparency and encourage diversity in corporate governance, aligning with investor interests and societal expectations.
Recent Developments and Challenges
In December 2024, the U.S. Court of Appeals for the Fifth Circuit, in a narrow 9-8 decision, vacated the Securities and Exchange Commission's (SEC) approval of Nasdaq's board diversity rules. The court held that the SEC had exceeded its authority under the Securities Exchange Act of 1934 by approving the rules, stating that the requirements were not sufficiently related to the Act's purposes, which include ensuring fair and transparent markets and preventing fraud. Following the ruling, Nasdaq announced that it respects the court's decision and does not intend to seek further review. As a result, effective immediately, public companies are no longer required to comply with Nasdaq's board diversity rule requirements.
Assessment of Labor Equality
While Nasdaq’s previous requirements for diversity in director roles are no longer valid due to the recent court rulings, internally, Nasdaq promotes an inclusive workplace through various employee networks designed to support diversity and a sense of belonging. These networks include:
¡Adelante Nasdaq!: Focuses on employees interested in Hispanic/Latino culture and heritage.
APAN (Asian Professionals at Nasdaq): Provides a platform for activities related to Asian culture.
GLOBE (Global Link of Black Employees): Connects employees with an affinity for Black, African, African-American, and West Indian cultures.
The OPEN (Out Proud Employees of Nasdaq): Supports LGBTQ+ employees, their families, and allies.
These networks aim to promote career development, mentorship opportunities, social events, and volunteerism efforts that support the needs of diverse communities within Nasdaq.
#9. e.l.f. Beauty
e.l.f. Beauty is another case of a diversity, equity, and inclusion (DEI) proponent with an outstanding track record of financial and social impact success within its industry, standing out from competitors.
Business Case for DEI at e.l.f. Beauty
e.l.f. Beauty has consistently emphasized that its commitment to Diversity, Equity, and Inclusion (DEI) is not only a moral imperative but also a strategic business advantage. CEO Tarang Amin has highlighted that the company's diverse workforce—comprising 74% women, 76% Gen Z and millennials, and over 44% individuals from diverse backgrounds—enables e.l.f. to resonate with a broad consumer base. This alignment with the community it serves has been instrumental in achieving 23 consecutive quarters of net sales growth, averaging at least 20% growth and is the only cosmetics brand with this track record.
Assessment of Labor Equality
e.l.f. Beauty's dedication to labor equality is evident through its proactive policies and initiatives. For board diversity, the company boasts a board of directors that is 78% women and 44% individuals from diverse backgrounds, positioning it as one of only two public companies in the U.S. with this level of representation. For employee development, e.l.f. invests in DEI education, offering workshops like "Behaviors of Inclusion" to equip employees with practical tools to cultivate an inclusive environment. As of August 2024, 111 employees had participated in these sessions, totaling 222 hours of learning.
Recent Developments and Challenges
In 2024, e.l.f. Beauty launched the provocative "So Many Dicks" campaign to spotlight gender disparities in corporate boardrooms, emphasizing the prevalence of men named Richard over the total number of women. Additionally, the company sponsored the sixth annual Wonder Women of Wrestling Varsity Tournament in Missouri, supporting niche women's sports and reinforcing its commitment to DEI. Despite a broader corporate retreat from DEI initiatives, e.l.f. remains steadfast, with CEO Tarang Amin stating that diversity is a key competitive advantage and integral to the company's mission.
#10. Salesforce
Business Case for DEI at Salesforce
Salesforce integrates Diversity, Equity, and Inclusion (DEI) into its core values, viewing it as essential for promoting innovation and connecting with a diverse customer base. The company had set ambitious representation goals back in 2023, aiming to increase the presence of underrepresented minorities (URM) in leadership positions by 50% and to achieve 40% global representation of women-identifying and non-binary employees by the end of 2026. Of note, as this goal was made in a report from 2023, how the company approaches DEI may change as the field changes.
Assessment of Labor Equality
Salesforce demonstrates its commitment to labor equality through several key initiatives. As far as equal pay, the company conducts annual assessments to address pay disparities. In 2024, analyses revealed that employees in similar roles were compensated equitably across genders globally and races in the U.S. Regarding inclusive hiring practices, Salesforce has implemented hiring practices that emphasize diversity, equity, inclusion, accessibility, and belonging (DEIAB). These efforts aim to build an inclusive work culture from the ground up, ensuring the company reflects the diversity of broader society. This DEIAB focus is notable as many criticisms of DEI focused on the fact that DEI was perceived as race-focused rather than inclusive of all minorities and often forgetting accessibility. As a software-as-a-service (SaaS) company, SalesForce is on brand for many industry competitors of running lean with a focus on remote teams which often thus creates more accessibility and inclusion of disabled talent through online job offerings.
Recent Developments and Challenges
In its 2024 Annual Equality Update, Salesforce acknowledged both progress and areas needing improvement in its DEI efforts. Over the past three years, Salesforce has integrated DEI initiatives into its business operations, achieving key milestones such as surpassing its supplier diversity and philanthropy goals, such as investing $195 million in underrepresented minority-led businesses, spending over $250 million with Black-owned businesses, and donating more than $181 million to nonprofits advancing racial equality. Additionally, the company met its goal of 50% representation of underrepresented groups in its U.S. workforce in 2022 and successfully doubled Black representation at VP levels and above by the end of 2023.
However, despite these achievements, Salesforce fell short of its 50% increase goal for underrepresented minority employees overall and in leadership, reflecting broader industry shifts toward profitability-focused hiring strategies. Progress in gender representation also slowed slightly, with overall representation increasing by just 0.1% compared to the previous year, though senior leadership positions for women (SVP and higher) saw a notable increase from 25% to 30%.
Moving forward, Salesforce has set new 2030 goals to boost women-identifying and non-binary representation to 40% globally and to increase underrepresented minority leadership by 50%, while reinforcing accountability through annual progress reviews. Despite challenges, Salesforce remains committed to equal pay, global DEI expansion, and developing leadership pathways for underrepresented employees, positioning itself as a leader in corporate diversity efforts.
Final Thoughts
Despite a growing wave of anti-DEI sentiment and corporate retreats from diversity programs, the resilience of DEI within these ten major corporations suggests that inclusive business strategies are not just about public perception as has been the claim for years. Instead, the support for DEI is more about long-term economic value and workforce sustainability. Companies like Apple, Cisco, and Microsoft are embedding DEI into their core values, understanding that diverse teams drive greater innovation, stronger market positioning, and more adaptable business strategies. Goldman Sachs, JPMorgan Chase, and Nasdaq are demonstrating that DEI is increasingly tied to investment decisions, board governance, and client relationships, while Delta, Costco, and e.l.f. Beauty recognize that inclusive hiring and supplier diversity contribute to both profitability and consumer trust. Even Salesforce, which faced challenges in meeting all of its DEI targets, is doubling down on long-term representation and pay equity goals, emphasizing that diversity is a fundamental driver of its success. While some businesses have abandoned or watered down their DEI commitments in response to political pressures, these ten companies are proving that DEI is not just a moral obligation—it is a strategic advantage that enables innovation, enhances brand loyalty, and secures long-term financial growth. As businesses face increasing demands for equitable labor practices, global expansion, and AI-driven innovation, those that continue to prioritize inclusion, accessibility, and diverse talent pipelines will likely be the ones that thrive in the years ahead.