Google is the latest major company to scale back its DEI hiring initiatives, marking a significant shift in corporate diversity policies.
On Wednesday, Google told employees that it will be changing its approach on diversity, equity and inclusion (DEI) initiatives.
According to a memo (obtained by The Verge), Fiona Cicconi, Chief People Officer at Alphabet, said, “in 2020, we set aspirational hiring goals and focused on growing our offices outside California and New York to improve representation…In the future, we will no longer have aspirational goals.”
Additionally, the company stated that it will be revisiting workplace inclusion policies and hiring goals to align with this shift.
This adds Google to the growing list of tech giants—including Meta, Amazon, and Walmart—that have adjusted their internal policies to comply with President Trump’s recent executive order, issued in January 2025, which terminates DEI-based hiring preferences in federal contracting and directs agencies to investigate private-sector DEI practices.
Google’s decision also reflects growing legal concerns for corporations following the Supreme Court’s 2023 ruling that ended affirmative action in higher education. The ruling, which found that race-based admissions policies violated the Equal Protection Clause of the 14th Amendment, has raised legal uncertainties for corporate DEI programs. According to MarketWatch, many companies recognized that the ruling could pose legal risks but continued to defend diversity as a business asset.
However, Trump’s executive order signals a stronger federal stance on corporate DEI practices. As Bloomberg reports, Trump has tasked government agencies with identifying corporations and organizations that should be investigated for “illegal DEI” practices. In response, companies—including Google—have been reviewing their DEI programs to ensure compliance and protect against legal challenges.
Google directly addressed these concerns in its memo, acknowledging that its status as a federal contractor requires compliance in light of new legal decisions:
“Every year, we review the programs designed to help us get there and make changes. And because we are a federal contractor, our teams are also evaluating changes to our programs required to comply with recent court decisions and U.S. Executive Orders on this topic.”
This initiative was widely adopted by businesses after the Black Lives Matter protests in 2020. Many companies implemented DEI-driven hiring and promotion strategies to increase workplace representation, particularly those from historically underrepresented groups.
President Trump’s executive order also repeals affirmative action mandates in hiring and education, reinforcing a shift toward merit-based opportunities rather than identity-based preferences. While Google’s memo does not directly endorse this shift, the company states it is reviewing programs to ensure compliance.
“We’ve always been committed to creating a workplace where we hire the best people wherever we operate, create an environment where everyone can thrive, and treat everyone fairly.”
Google further reiterated its commitment to reviewing hiring programs and eliminating what is risky or ineffective. Cicconi shared more details on what this means in practice:
“Melonie Parker and her team will lead on closely and carefully evaluating programs, trainings, and initiatives, and will update them as needed — including those that raise risk, or that aren’t as impactful as we’d hoped.”