With President Donald Trump eliminating government-led diversity, equity, and inclusion (DEI) programs, corporations are adjusting—not by ending DEI, but by rebranding it under less controversial terms.

Tech giants, financial institutions, and Fortune 100 companies are shifting the language around diversity while keeping many of the same workplace inclusion goals. Google, Amazon, JPMorgan, and Walmart have made significant changes, replacing or de-emphasizing DEI branding in favor of alternative terms like “opportunity” or “belonging.”

Corporate DEI Shifts in 2025

Google, which holds federal contracts, removed its DEI hiring targets after Trump’s executive order and renamed its Chief Diversity Officer to Vice President of Googler Engagement. Amazon, meanwhile, has streamlined its DEI initiatives, renaming its division “Inclusive Experiences & Technology.”

Even major financial institutions are shifting strategies. JPMorgan replaced “equity” with “opportunity” in its rebranding, while Walmart’s DEI initiatives are now marketed as “Walmart for Everyone.”

These moves are occurring in response to the legal risks of continuing DEI programs in their current form. Trump’s administration is investigating nearly 50 private companies for potential DEI-related “discrimination,” including Disney, which is now under FCC scrutiny for its internal diversity programs.

Legal Pressure and Changing DEI Strategies

The Supreme Court’s 2023 ruling against affirmative action had already reshaped corporate hiring strategies. Now, Trump’s executive order escalates the legal risks, instructing agencies to investigate businesses for possible DEI-related violations.

At Google, CEO Sundar Pichai has reassured employees that diversity remains a priority, but compliance with new legal frameworks is necessary. Google has already retired certain DEI training programs and adjusted hiring practices to avoid explicit diversity-based recruitment.

A similar trend has emerged across the corporate world:

Companies are shifting from diversity reports to tracking promotion and retention rates
Internship applications now focus on experience essays rather than self-identification
ERGs (Employee Resource Groups) are under scrutiny, as legal experts warn they may violate new federal directives if exclusionary

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Public and Employee Sentiment: The DEI Divide

Despite corporate rebranding, workplace diversity efforts remain popular among employees. A 2023 Pew Research study found that 86% of workers support workplace diversity initiatives. Paradigm, a consulting firm, reported that 73% of companies still include DEI-related commitments in their values, showing that the demand for inclusion efforts remains strong.

However, some experts argue that companies must now focus on substance over symbolism. In the past, performative actions—such as corporate social media statements—often lacked meaningful policy changes. Now, companies are doubling down on internal leadership development and workplace equity programs, but under different names.

At Austin’s South by Southwest (SXSW) conference, panelists debated the post-DEI landscape. Some warned that rebranding could dilute meaningful workplace inclusion efforts.

“DEI means everybody has a fair and equitable opportunity to succeed,” said entrepreneur Fran Harris.

The Future of DEI in Corporate America

While the term DEI may be disappearing from corporate vocabulary, the underlying goals remain. Experts suggest that companies will navigate legal challenges by focusing on fairness and opportunity without the politically charged branding.

Corporate diversity is shifting, not vanishing.
Legal risks are driving a rebranding movement.
Employee support for inclusion remains high.

As businesses balance legal compliance and workplace inclusion, the evolution of DEI reflects a broader corporate strategy shift—one that seeks to maintain diversity initiatives under less contentious labels.

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