Marking a significant victory for the Trump administration, AT&T, which employs over 100,000 people in the U.S., has ended its DEI programs amid a shifting legal landscape. Explaining the situation in a letter to FCC Chair Brendan Carr, the telecom giant joins Amazon, Meta, Lowe’s, McDonald’s, Verizon, and T-Mobile in retreating from such initiatives.
For context, before these changes, DEI training labeled racism a “uniquely white trait,” but now hiring, advancement, and training are relevant factors instead of so-called protected characteristics, eliminating quotas and dedicated roles to ensure fair treatment.
Contextualizing the shift, David McAtee, a senior executive vice president and general counsel at AT&T, wrote, “AT&T has always stood for merit-based opportunity, and we are pleased to reaffirm our commitment to equal employment opportunity and nondiscrimination today.”
Building on these comments, McAtee made it clear that the change was made in response to current legal realities. “Consistent with applicable law, our multi-pronged approach allows employees to thrive in an environment free from invidious discrimination,” the lawyer noted.
Laying out the telecom giant’s values, he continued, “It is AT&T’s longstanding practice to pay and advance individuals based on merit and qualification,” adding, “Our hiring, training, and career development opportunities are not and will not be based on or limited by race, gender, or other protected characteristics.”
Concluding his remarks and making it clear that the Trump administration has been successful, McAtee wrapped up his letter. “AT&T will not use hiring quotas based on race, sex, or sexual orientation, and the company has removed all DEI training,” the executive said.
Similarly, at Amazon, Candi Castleberry, VP of Inclusive Experiences and Technology, said, “We are in the process of ‘winding down outdated programs and materials’ as part of a broader review of hundreds of initiatives.”
"*" indicates required fields
Meta, formerly Facebook, has been moving in the same direction. “The legal and policy landscape surrounding diversity, equity and inclusion efforts in the United States is changing… The term ‘DEI’ has also become charged, in part because it is understood by some as a practice that suggests preferential treatment of some groups over others,” wrote Janelle Gale, VP of Human Resources.
Following the trend, an internal memo from Lowes, made it clear that executives are not to focus on divisive social issues. “We began reviewing our programs following the court’s July 2023 ruling… We will no longer participate in surveys for Human Rights Campaign… and will not be sponsoring or participating in community events such as parades, festivals or fairs,” the document noted
Fast-food icon McDonald’s followed suit as well. CEO Chris Kempczinski stated, “We are retiring setting aspirational representation goals… We are retiring Supply Chain’s Mutual Commitment to DEI pledge in favor of a more integrated discussion with suppliers about inclusion as it relates to business performance.”
In another letter to the FCC, Vandana Venkatesh, EVP & Chief Legal Officer at Verizon, wrote, “Verizon recognizes that some DEI policies and practices could be associated with discrimination. For that reason, Verizon reaffirms its commitment to equal employment opportunity and nondiscrimination and is modifying its practices and ending its DEI-related policies.”