Google has decided to end its diversity-based hiring targets and is currently reviewing its diversity, equity, and inclusion (DEI) programs. This move reflects a growing trend among US corporations that are scaling back DEI initiatives in response to legal and political pressures.
Fiona Cicconi, Google’s Chief People Officer, informed employees of the decision, which includes the discontinuation of the company’s “aspirational hiring goals.” Launched in 2020, the program aimed to achieve a 30% increase in leadership roles for underrepresented groups by 2025. The company has also removed public commitments to DEI from its recent US Securities and Exchange Commission (SEC) filings.
Industry-Wide Reduction in DEI Programs
Google’s shift has sparked criticism from labor groups and diversity advocates. A representative of the Alphabet Workers Union (AWU) expressed concern, stating that this decision is part of a broader conservative pushback against workplace diversity and inclusion. The AWU highlighted that efforts to improve workforce representation were the result of long-standing battles against workplace discrimination.
Despite removing hiring targets, Google emphasized its continued support for internal employee groups, including the Black Googler Network, Trans at Google, and Disability Alliance. These groups are expected to play a significant role in shaping both workplace policies and the development of products.
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Broader Industry Trend
Google is not the only tech company rethinking its DEI initiatives. In January, Meta ended several diversity-focused hiring and training programs. Similarly, Amazon scaled back its inclusion efforts. These changes reflect a broader trend driven by political pressures to limit DEI programs, especially in government and federal contracts.
Google’s policy review is influenced by directives from former US President Donald Trump’s administration. These directives sought to restrict DEI programs for federal contractors. Companies now face increasing legal and political challenges as they balance inclusion efforts with regulatory compliance.
