Accenture has announced plans to end its diversity, equity, and inclusion (DEI) programs, joining Google in a growing corporate shift to comply with U.S. President Donald Trump’s executive orders. The decision underscores mounting pressure on businesses to align with new federal mandates, signaling a significant turn in corporate policies.
A Strategic Move to Secure Federal Contracts
In an internal memo on Friday, Accenture CEO Julie Sweet confirmed that the company would eliminate gender quotas and other DEI initiatives. The primary motivation? Ensuring Accenture Federal Services remains eligible for lucrative government contracts that contribute billions to the firm’s revenue.
Trump’s executive order restricts federal agencies from working with private companies that uphold DEI-focused policies. Accenture’s swift action demonstrates a clear effort to avoid conflicts with the administration’s stance. However, the move isn’t just about compliance in the U.S.—Sweet emphasized that these changes would extend globally, with necessary adaptations for local laws and market conditions.
What’s Changing Inside Accenture?
The restructuring of Accenture’s DEI efforts is comprehensive. Several long-standing policies and programs will be discontinued, including:
- Scrapping global employee representation targets.
- Pausing participation in external diversity benchmarking surveys.
- Ending career development programs designed for specific demographic groups.
Despite these changes, Accenture will continue reporting to Australia’s Workplace Gender Equality Agency (WGEA) to meet local regulations.
“We are and always have been a meritocracy,” Sweet stated in her memo. “We remain committed to an inclusive, merit-based workplace free from bias, where all employees feel respected and have equal opportunities.”
The Corporate Response: Mixed Reactions Across Industries
The announcement comes just a day after Google made a similar move, reflecting a broader reassessment of corporate diversity policies. However, not all companies are following this path.
Australian divisions of PwC and KPMG, for instance, remain steadfast in their DEI commitments. PwC Australia’s Chief People Officer Karen Lonergan reinforced the firm’s stance, saying, “Diversity and inclusion are fundamental to our values and business performance.”
KPMG Australia echoed similar sentiments. A company spokesperson dismissed any plans to scale back DEI efforts, stating, “We remain committed to creating an environment where everyone can be successful.”
Financial Institutions and Big Business Weigh Their Options
Major financial institutions, including JPMorgan, Goldman Sachs, and Citi, are currently evaluating their own DEI strategies in response to federal scrutiny. While some firms are exercising caution, others are reportedly rebranding their diversity programs under different names, such as “employee experience” or “culture transformation.”
Sarah Liu, managing director of international DEI consulting firm TDC Global, noted, “Some companies are choosing to adapt their language rather than dismantle their efforts entirely.”
This tactical shift suggests that while DEI programs may be under fire, their core principles might persist under new terminology to sidestep federal restrictions while maintaining internal commitments to inclusion.
A Pivotal Moment for Corporate Diversity
Accenture’s decision represents a significant moment in how businesses approach workplace diversity in a politically charged landscape. As more firms reassess their DEI strategies, the long-term impact of Trump’s executive order remains uncertain.
With some organizations opting for compliance and others doubling down on inclusion efforts, corporate America faces a defining question: Can businesses balance political directives with genuine diversity commitments? The coming months will reveal how deeply these shifts will reshape workplace culture.
