Report: Every Fortune 100 DEI Program Analyzed [Jan 2025]
The ideas behind “Diversity, Equity, & Inclusion” (DEI) in the workplace date back to the 1960s. But the actual phrase likely first appeared in the 2000s and the public didn’t take notice until 2022. More specifically, Google Trends shows that the topic “Diversity, Equity, & Inclusion” wasn’t searched until the third week of February 2022.
In just three short years, DEI fully embedded itself into the workplace and potentially started to unwind. We first reported on companies scaling back DEI policies in December 2024. Then, we reported on the reaction–companies reinforcing their commitment to DEI.
In this report, we keep an updated list of every DEI policy and program for the Fortune 100 (and compile the statistics at the top). Use the links below to jump to a section that interests you.
You can access the complete database below.
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Or, navigate the free report using the table of contents.
DEI Statistics For The Fortune 100
According to primary research that we conduct each month at Buildremote, here are the main takeaways of our study of the Fortune 100’s DEI policies:
Our paid report includes summarized statistics for 11 DEI data points. Want to download the DEI policies for every Fortune 100?
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Fortune 100: Every DEI Policy Analyzed
Below, you’ll see DEI policies for the 5 biggest companies in the US. Our report has this data for all Fortune 100s.
Walmart
Fortune Rank: 1 | Employees: 2,100,000 | Headquarters: Arkansas
Walmart’s DEI Policy Analysis
- Dept Status: Active
- Trend: Shrinking
- Recent DEI Report: 2024
- Main Focus Areas: Gender, Ethnicity, Age
- DEI Policy Title: Belonging
- Department Head Title: SVP Chief Belonging Officer
- Department Head Name: Denise Malloy
- # of Employees In ERGs: Unavailable
- # of Employees In DEI Roles: Unavailable
- % From Underrepresented Groups: 51.54%
- DEI Web Page: Link
Amazon
Fortune Rank: 2 | Employees: 1,525,000 | Headquarters: Washington
Amazon’s DEI Policy Analysis
- Dept Status: Active
- Trend: Shrinking
- Recent DEI Report: 2023
- Main Focus Areas: Gender, Ethnicity
- DEI Policy Title: Employee-led groups
- Department Head Title: VP Inclusive eXperiences & Technology
- Department Head Name: Candi Castleberry
- # of Employees In ERGs: Unavailable
- # of Employees In DEI Roles: Unavailable
- % From Underrepresented Groups: Unavailable
- DEI Web Page: Link
Apple
Rank: 3 | Employees: 161,000 | Headquarters: California
Apple’s DEI Policy Analysis
- Dept Status: Active
- Trend: Shrinking
- Recent DEI Report: 2022
- Main Focus Areas: Gender, Ethnicity
- DEI Policy Title: We Belong Together Programs
- Department Head Title: VP Inclusion & Diversity
- Department Head Name: Cynthia Bowman
- # of Employees In ERGs: 55,000
- # of Employees In DEI Roles: Unavailable
- % From Underrepresented Groups: 50.00%
- DEI Web Page: Link
UnitedHealth Group
Fortune Rank: 4 | Employees: 440,000 | Headquarters: Minnesota
UnitedHealth Group’s DEI Policy Analysis
- Dept Status: Active
- Trend: Growing
- Recent DEI Report: 2023
- Main Focus Areas: Gender, Ethnicity, Pay Equity
- DEI Policy Title: Not Listed Publicly
- Department Head Title: SVP, Chief Diversity, Equity & Inclusion Officer
- Department Head Name: Joy Fitzgerald
- # of Employees In ERGs: Unavailable
- # of Employees In DEI Roles: Unavailable
- % From Underrepresented Groups: 45.00%
- DEI Web Page: Link
Berkshire Hathaway
Fortune Rank: 5 | Employees: 396,500 | Headquarters: Nebraska
Berkshire Hathaway’s DEI Policy Analysis
- Dept Status: Active
- Trend: Growing
- Recent DEI Report: 2022
- Main Focus Areas: Ethnicity, Gender, LGBTQ, Disabilities, Veteran Status
- DEI Policy Title: BHE-IBEW: Stronger Together program
- Department Head Title: Chief DEI Officer
- Department Head Name: Lemuel Levels
- # of Employees In ERGs: Unavailable
- # of Employees In DEI Roles: Unavailable
- % From Underrepresented Groups: Unavailable
- DEI Web Page: Link
DEI Definitions & Policy Descriptions
In our paid report, we track 11 different pieces of data. Here are the definitions for each. Here are definitions for the non-obvious ones.
Department Status
- Active: The company’s DEI policy Is current and webpage is active
- Canceled: The company dismantled its DEI department And deleted its webpage
- Not Public: The company does not have a DEI webpage (and no history of one can be found)
- No Policy: The company does not have current or previous DEI policy/programs
Trend
- Shrinking: The company is decreasing its DEI initiatives
- Unchanged: The company is continuing with the same DEI initiatives
- Growing: The company is growing its DEI initiatives
Recent DEI Report: The year and a link to the most recent publicly-released report.
Main DEI Focus Areas: The self-reported categories within DEI that the company chooses to prioritize.
DEI Policy Title: How the company defines its DEI policy/program (and a link to the source).
# of Employees In ERGs: The total number of employees in community networks (or support groups) within the company.
- Example: MOSIAC ERG is dedicated to supporting Black talent at PepsiCo.
# of Employees In DEI Roles: The number of employees in the DEI department or the number of Council Members on the company’s DEI committee.
- Note: Most companies do not have their DEI department headcount public, but some do list the number of members on their DEI Council/committees.
% From Underrepresented Groups: The US workforce percentage that comes from “underrepresented groups” (which typically includes Minority Race, Veteran Status and/or Disability Status).
- Note: Underrepresented Groups” could be defined differently based on the company.
DEI Web Page: A link to the company’s public DEI webpage.
Other DEI Data & Resources
If the Fortune 100 database doesn’t suffice, we have other resources for you to check out:
Want to update one of our policies?
We have a recurring task to update every policy once per month, but we may have missed an announcement in the interim. If one of our policies is out of date, please fill in the form on this page to let us know. We’ll follow up through email and then update the database right away (and give you credit if you’d like).
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You might also include Trump’s EOs to eliminate DEI in Federal agencies and the military.
You’re poking a hot emotional topic where word grenades are generously thrown back and forth between the “woke” and “anti-woke” activists.
Most people don’t understand DEI theory or where it originated, although they may have opinions. But they suddenly witnessed this philosophy being crammed down employees’ throats in Corporate America.
An entire theory behind this stuff was developed by academics, which is where most social engineering BS originates. And now, in addition to decarbonizing the world, attacking climate change, and saving the planet, the far left desires to social engineer the world through this DEI theory. And they feel justified ramrodding this philosophy/religion down everyone’s throats.
They have found a slick way to push this social engineering philosophy through Wall Street, thus bypassing the government (so that people can’t vote on it).
Fortunately, the resistance movement (late to the ballgame) is gaining ground.