Google is moving away from its ambitious diversity hiring goals and reevaluating some of its Diversity, Equity, and Inclusion (DEI) initiatives, aligning with a broader trend among U.S. corporations. This shift follows years of Google being a prominent voice advocating for more inclusive practices, particularly after the 2020 protests sparked by the death of George Floyd.
In a recent memo, Alphabet’s Chief People Officer, Fiona Cicconi, stated that the company will no longer pursue aspirational hiring goals, though it had previously aimed to increase representation of underrepresented groups in leadership positions by 30% by 2025. Cicconi referenced the company’s 2020 focus on expanding geographically and diversifying hiring as a foundation for future efforts. This change marks a departure from the company’s previous commitments, as highlighted in their 2020 announcement.
In 2020, CEO Sundar Pichai set a target of 30% representation from underrepresented groups in leadership by 2025. At the time, Google reported that approximately 96% of its U.S. leaders were white or Asian, and 73% globally were men. Google began linking executive performance to team diversity and inclusion in 2021, following controversy surrounding the departure of a prominent AI research leader who criticized the company’s diversity efforts. In a 2024 interview, Google’s Chief Diversity Officer, Melonie Parker, indicated the company had achieved 60% of its five-year objectives. However, the company currently lacks updated figures on Pichai’s initial goals.
Further indicating this shift in strategy, Alphabet’s latest annual SEC filing omits a previous statement expressing commitment to DEI and building a representative workforce. This omission, present in reports from 2021 to 2024, signifies a deliberate change in approach, now focused on reviewing existing DEI programs.
Google, a federal contractor, is also navigating recent policy changes under the Trump administration aimed at limiting DEI initiatives in government and among federal contractors. Cicconi’s email to employees acknowledged the company’s obligation to comply with these new regulations and court decisions.
While scaling back certain DEI programs, Google confirmed its continued support for internal employee resource groups such as “Trans at Google,” “Black Googler Network,” and the “Disability Alliance.” These groups, according to the company, contribute valuable insights that shape product and policy decisions.
This adjustment in Google’s DEI strategy mirrors similar moves by other tech giants. Meta Platforms discontinued its DEI programs related to hiring, training, and supplier selection in January. Amazon also announced the phasing out of “outdated programs and materials” concerning representation and inclusion.
This widespread corporate reassessment of DEI initiatives comes amid increasing legal and political scrutiny. Conservative groups, emboldened by the 2023 Supreme Court ruling against affirmative action in college admissions, have challenged DEI programs and threatened legal action against companies implementing them. Google’s shift from aspirational goals to a compliance-focused strategy reflects a complex interplay of legal obligations, evolving social expectations, and shifting business priorities in the ongoing dialogue surrounding diversity and inclusion in the workplace.
