Google is joining a growing list of tech companies that have quietly stepped back from overt diversity hiring targets-an approach that may signal a broader shift in corporate hiring practices. The development comes amid increasing legal and political pressures around diversity, equity, and inclusion initiatives that have taken off in the wake of recent U.S. Supreme Court decisions on affirmative action.
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Changing Corporate Landscape
For years, Silicon Valley leaders touted DEI programs as a way to make their workforces more representative of the broader population. Google, in particular, has invested heavily in diversity-focused recruitment, mentorship programs, and partnerships with historically underrepresented communities. Now, however, the company is pulling back from setting specific targets for diverse hiring, opting instead for what it calls a more “holistic” approach.
The shift aligns with similar moves by other corporations, including Meta, Amazon, and Microsoft, which have adjusted their DEI strategies in response to both external criticism and internal pushback. Critics of these initiatives argue that hiring based on race or gender—rather than solely on merit—can be legally questionable and counterproductive.
Why Is Google Changing Course?
This follows growing judicial actions against corporate diversity initiatives. In a case that has left significant ripples within the private sector, last year the US Supreme Court outlawed affirmative action in college admissions. Conservative legal groups have subsequently launched attacks on private sector DEI initiatives, contending race-conscious hiring practices can result in lawsuits alleging discrimination.
Internally, Google has struggled with balancing diversity efforts with the need to ensure fairness and inclusion for all employees. On record, though the company insists it still remains committed to making a work environment that is diverse, the same company is now retreating from setting particular demographic-based hiring goals.
A Google spokesperson confirmed this change saying
“We continue to focus on creating an inclusive workplace where everyone has an equal opportunity to succeed. While we are evolving our approach, our commitment to diversity remains strong.”
Some employees and advocates are concerned that the company’s efforts to eliminate concrete hiring goals will cause stagnation—or even regression—of workplace representation.
“Without clear goals, it’s easy to let things stall,” said an anonymous Google employee who is involved in DEI initiatives. “It’s hard to hold leadership accountable when there’s no measurable target.”
While some criticize it as a step toward favoritism, others see it as a move to end favoritism.
Critics argue that focusing on predetermined diversity quotas can create so-called divisions and resentment among employees.
“The best is always the equal opportunity given to all candidates as opposed to the predetermined outcome,” said employment attorney Mark Reynolds.
The Future of DEI in Big Tech
Google’s move marks a more general shift within the tech industry about how to conceive diversity hiring. While companies are still committed publicly to inclusive workplaces, many of them are looking at ways how they can achieve those goals without running afoul of the legal risks or alienating portions of their workforce.
Whether that will be a harbinger of a huge retreat on DEI initiatives or simply a recalibration remains to be seen. For now, Google and others are in the throes of a new paradigm-a new era-begins where well-conducted diversity efforts will probably be less intrusive but not any less challenging to police.
