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Google and Meta used to champion DEI efforts. Why Big Tech is pulling back

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Google and Meta used to champion DEI efforts. Why Big Tech is pulling back

More than a decade ago, outcries about the lack of diversity in the tech industry reverberated across major Silicon Valley companies from Facebook to Google.

Women and minorities spoke out about feeling out of place in male-dominated professions, civil rights activists urged businesses to do more and tech workers like Tracy Chou, who was a software engineer at Pinterest at the time, pushed companies to release diversity data.

“There was already some movement in that direction, at least a feeling like we should do this,” said Chou, who wrote a viral Medium post in 2013 about the lack of female engineers. “What I happened to crystallize was a line of thinking that really resonated with the more data-driven side of the industry.”

For diversity advocates like Chou, the tide has now turned. Facing more political pressure and legal risks during President Trump’s second administration, tech companies that previously championed diversity including Google, Meta (Facebook’s parent company) and Amazon are scaling back, scrapping or rethinking their diversity, equity and inclusion (DEI) efforts.

It’s part of a broader retrenchment across the business community. About 20% of companies in the Standard & Poor’s 100 have retreated from DEI commitments since Trump was elected, according to a Bloomberg News analysis. Those include Target Corp., McDonald’s Corp. and Disney.

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Trump and Elon Musk, who spent more than $200 million to help elect the president to a second term, have been vocal critics of DEI programs. In a fact sheet about Trump’s executive order, the White House said many corporations use DEI as “an excuse for biased and unlawful employment practices,” sending a message to businesses that they could get sued. Companies such as Google and Amazon also contract with federal agencies.

“They’re reading the room, especially with Trump and Elon running the country,” said Chou, now the chief executive of Block Party, a tool that helps users combat online harassment.

Corporate pledges to fight racism including from Musk’s company Tesla heightened after the 2020 police murder of George Floyd, sparking massive protests against police brutality.

But legal threats emerged in 2023 after the U.S. Supreme Court struck down race-based affirmative action in college admissions. As tech companies cut thousands of jobs, the massive cuts also hit DEI teams.

Spending on DEI roles at S&P 500 companies started to fall in 2022 as mass layoffs swept the tech industry, data from Revelio Labs show. In November 2024, these businesses spent an estimated $1.3 billion on DEI roles, down 10% compared to the same month in 2022.

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From December 2022 to December 2024, tech companies including Google’s parent company Alphabet, Netflix and Amazon spent less on roles that promoted diversity and inclusion.

During this period, Tesla’s DEI spending was down by 84% and Meta’s DEI spending declined by 53%, according to Revelio Labs, which analyzes data from various sources including online profiles on sites like LinkedIn or Jobcase.

Tech companies have pointed to legal risks in internal memos about why they’re rethinking how they approach their DEI programs.

“They wanted to keep President Trump on their good side, because they don’t want to deal with any legal ramifications from the federal government,” said Jared Slater, partner at Ervin Cohen & Jessup.

The White House didn’t respond to a request for comment.

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Meta’s Chief Executive Mark Zuckerberg, a former Trump critic who also said previously that improving diversity in tech is important, has in recent months aligned himself with the president and talked about the benefits of “masculine energy.” The company told its employees in an internal memo that the legal and policy landscape surrounding DEI changed and pointed to Supreme Court decisions.

“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,” said Janelle Gale, Meta’s head of human resources, in an internal memo.

The company said it wanted to serve everyone and would no longer use its “diversity slate approach” in which hiring managers consider candidates from underrepresented backgrounds when interviewing for an open role.

Meta also ended representation goals for women and minorities, a program to source supplies from diverse-owned businesses and scrapped its DEI teams. Maxine Williams, Meta’s chief diversity officer, became the vice president of accessibility and engagement.

Websites for Meta’s unconscious bias training and TechPrep, a resource hub for underrepresented people and their parents to learn about computer science, are no longer online.

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Meta declined to comment but confirmed the memo, first published by Axios.

Google said this month it was reevaluating its DEI programs “following recent court decisions and executive orders on this topic.” The company said it would no longer set hiring targets tied to improving diversity after previously setting a goal of increasing by 30% the proportion of “leadership representation of underrepresented groups” by 2025.

And Amazon told its employees that it’s “winding down” certain programs after evaluating their “effectiveness, impact and ROI [return on investment]” but didn’t specify which ones.

In a December memo to employees reviewed by The Times, the company’s Vice President of inclusive experiences and technology Candi Castleberry told employees that the company is focused on “programs with proven outcomes” while also aiming to “foster a more truly inclusive culture.” Amazon shared the memo.

Amazon Studios — which announced a series of ambitious inclusion goals in June 2021 — also has been making changes. Last September, the Culver City-based studio removed a public-facing inclusion playbook from its website along with a goal that films or series with three or more people in above-line roles such as directors and producers included at least 30% women and 30% members of an underrepresented group.

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“We’ve said from the beginning that our efforts to ensure diverse and inclusive storytelling would be fluid and change over time,” Amazon spokesperson Brad Glasser said in a statement. He added that the company strives to “tell the very best stories, while empowering diverse voices in our storytelling wherever possible.”

Meanwhile, some tech companies such as Apple are fighting back against anti-DEI proposals from conservative shareholders. The National Center for Public Policy Research, a conservative think tank, is asking that Apple consider ending its DEI programs, policies, departments and goals.

“The risks to the company’s bottom line stem from potentially getting sued by individuals for discrimination, potentially getting legal action from the government for violating civil rights law, and then the market backlash,” said Stefan Padfield, executive director of the center’s Free Enterprise Project.

Apple recommended that shareholders reject the proposal at the company’s annual shareholder meeting on Feb. 25.

Apple didn’t respond to a request for comment, but the company said in a document to shareholders that the anti-DEI proposal was “unnecessary” partly because its board and management oversee legal and regulatory risks.

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Netflix has remained committed to DEI after Trump’s executive order, stating in its annual report that a “major focus” is “fostering a work environment that is culturally diverse, inclusive and equitable” because it wants more people and cultures to see themselves reflected on screen.

The Los Gatos-based streaming giant said in its annual report released in January that it educates its recruiters on how to hire more inclusively.

A Netflix spokesperson didn’t respond to a request for comment.

“What we need to do in this moment in time is to stand up, to speak up, to be strategic and to keep moving forward,” said Vernā Myers, former Netflix vice president of inclusion strategy and founder of the Vernā Myers Co., a consultancy on diversity, equity and inclusion. “We can’t allow this kind of bullying to make us so fearful that we are paralyzed and that we draw back from our core values.”

The backlash against DEI is not only affecting workplace culture, but nonprofits focused on recruiting more women and minorities into the tech industry.

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Last year, Women Who Code, a nonprofit that got its start in California, closed because of a lack of funding. AnitaB.org, which brings together women in tech at its annual Grace Hopper Celebration, cut its workforce in 2024 and pointed to a downturn in corporate DEI investments.

Some diversity advocates like Freada Kapor Klein, co-chair of the Kapor Center, question whether some tech companies ever took DEI that seriously.

Tech giants seemed more open to diversity efforts in times of talent shortages because it helps open up a pool of potential hires, she said. Now they’re rolling back DEI efforts amid layoffs and a political climate in which Republicans hold more power.

“It is now fashionable to be anti-DEI. It’s now fashionable to talk about masculine energy. It’s now fashionable … to align oneself with MAGA interests,” she said. “So you have to kind of ask, what is it that people actually, really and truly believe?”

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Walmart’s EV chargers are coming to California with discounts for members

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Walmart’s EV chargers are coming to California with discounts for members

Walmart is rapidly expanding its network of electric vehicle chargers designed for customers to use while they shop.

The network could help fill gaps in EV infrastructure in states with greater need for chargers. Walmart, which has more than 5,000 locations in the U.S. and hundreds in California, says more than 90% of Americans live within 10 miles of one of its stores.

The chargers also offer an incentive for customers to choose Walmart — Walmart Plus members will receive a 10% discount off an average price of $0.46 per kilowatt-hour of energy at the company’s chargers.

Walmart chargers are already available at more than 75 locations in 17 states, with Texas boasting the most charging stations, followed by Florida and Arizona.

Matthew Nelson, Walmart’s director of energy policy, said last week on LinkedIn that the network will soon reach 29 states, including California.

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“We are delivering on the promise of affordable, reliable and convenient charging,” Nelson said in his post.

According to Walmart’s website, six charging stations are coming to California soon, though the company did not offer a specific timeline.

The chargers will be installed at stores in Antelope, Brea, Fresno, Stockton, Suisun City and Vallejo.

Most charging sites in California will include eight to 16 fast-charging stalls, said Walmart spokesperson Kelsey Bohl.

The company first announced plans in April 2023 to install its own EV chargers at Walmart and Sam’s Club stores, with a goal of installing thousands of chargers by 2030. Partnering with ABB E-Mobility and Alpitronic, it added 25 new charging sites this past May and six more in June.

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“Walmart is building a leading retail-integrated EV fast-charging network, focused on delivering an affordable, reliable and convenient charging experience where customers already shop,” Bohl said in an emailed statement. “Customers can charge while they shop, access stations through the Walmart app they already use, and benefit from affordable pricing.”

The charging stations already available include 612 individual charging stalls using 400-kilowatt chargers. Each stall has a dual charging cord with both Combined Charging System and North American Charging Standard connectors. The standard connectors, designed by Tesla, are smaller and lighter than the combined systems.

The primary way to pay for the chargers is through the Walmart app, but the company is also experimenting with built-in credit card readers to allow those without the app to use the stations.

Customers can check charger availability on the Walmart app. The company said the chargers will be available 24 hours a day.

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Waymo reports teen riders for bad behavior and delivers them to the police

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Waymo reports teen riders for bad behavior and delivers them to the police

Robotaxis could be turning into robocops.

A self-driving Waymo reported two teens to San Mateo, Calif., police on Monday after they were found drinking alcohol and shooting toy guns in the back of the vehicle.

According to a social media post from the San Mateo Police Department, officers detained two 15-year-olds after the Waymo they were riding in contacted the department and stopped in a parking lot until law enforcement arrived.

“Parents do you know where your teens are?” the San Mateo Police Department wrote on Facebook following the incident. “Waymo does!”

Officers removed both teens from the vehicle and determined they were using toy guns to shoot Orbeez out the windows. Orbeez are small, water-absorbing beads sold at toy stores.

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“Toy guns, water guns, and BB guns all pose real dangers, especially to an untrained eye,” the Police Department said. “The simple handling of them can cause fear in [passersby].” “

A video posted on Facebook shows at least five officers and a police dog responding to the scene and approaching the Waymo with their weapons raised.

Waymo did not immediately respond to a request for comment.

Waymo vehicles have internal cameras and microphones that may be used in an emergency or to “promote safety and security,” according to Waymo’s online support page.

The cameras are also used to ensure the vehicles are clean and to help find lost items, according to the support page.

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The company said it does not use facial recognition or other biometric identification technologies to identify individuals.

“In more urgent circumstances, support may access live video during a trip,” the Waymo page said.

The San Mateo Police Department’s Facebook post has garnered nearly 60 comments, with one user accusing Waymo of “snitching.”

“At least they got a designated driver?!” one user commented.

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Commentary: How right-wing anti-transgender attacks led to a Supreme Court ruling upholding sex discrimination

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Commentary: How right-wing anti-transgender attacks led to a Supreme Court ruling upholding sex discrimination

At the Supreme Court, the unfounded fear of boys masquerading as girls in youth sports rolled the clock back on gender equality.

On the surface, the Supreme Court’s June 30 opinion upholding state laws barring transgender girls from women’s and girl’s sports teams looks like a victory for women’s rights.

The 6-3 opinion by Justice Brett M. Kavanaugh certainly presents itself that way. “Females and males have inherent physical differences relevant to athletic performance,” Kavanaugh wrote. “Therefore, in contact sports, forcing female athletes to compete against males can create significant safety risks.” He also asserted that “forcing female athletes to compete against males can undermine competitive fairness.”

The ruling applied to prohibitions enacted in Idaho and West Virginia against “biological” males’ participation on women’s teams in public schools. Federal judges in both states overturned the bans. The Supreme Court majority restored them. The ruling essentially upholds similar bans enacted in 25 other states.

There was no record of any transgender person participating in school sports in the State, let alone any ‘problem’ with transgender students … creating unfair competition or unsafe conditions.

— Justice Sonia Sotomayor, demolishing the Supreme Court’s argument in favor of banning transgender girls from girl’s sports

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Kavanaugh, like Donald Trump and others in the anti-transgender camp, maintained that one’s gender is an immutable fact of life, established even before birth.

Anything else, Trump stated in an executive order he issued on inauguration day 2025, could only be the product of “gender ideology extremism.” The U.S., his order stated, recognizes “two sexes, male and female. These sexes are not changeable and are grounded in fundamental and incontrovertible reality.” That’s a “biological truth,” he declared.

In his own version of this overconfident and factually insupportable conclusion, Kavanaugh wrote: “As all agree, females and males have inherent physical differences relevant to athletic performance.”

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Science recognizes that some people are “born with sex traits that don’t fit into typical male or female patterns,” to cite a discussion on the Cleveland Clinic web page on the topic “intersex.” The condition “may involve chromosomes, hormones, reproductive organs or genitals.”

From a psychological standpoint, medical science recognizes “gender dysphoria” as a real condition often requiring counseling and medical intervention such as the use of puberty blockers and hormones to stave off the development of secondary sex characteristics until the condition can be resolved.

No one disputes that there are physical differences between the sexes. Few would dispute that on average or even at the median, males may be bigger and more powerful than females, or that in certain contact sports the difference may be telling and on occasion dangerous.

But that’s not the same as asserting that the physical differences between males and females invariably mean that men will invariably prevail over women in all competitions or that their participation will endanger women.

The International Olympic Committee — in a policy statement Kavanaugh cited incompletely — says that in “most running and swimming events,” males have a 10% to 12% advantage over women. That’s a range that would accommodate the full spectrum of outcomes — transgender females win, cisfemales win, they tie. (The “cis” prefix denotes those living consistent with their birth gender.)

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West Virginia and Idaho addressed this ambiguity by banning transgender women from all girls’ teams. So under their rules transgender girls can’t play football or soccer with cisgirls. But what’s the argument in favor of banning them from the 100-yard dash, or cross-country track, or diving, or archery?

But something else is going on here. The Supreme Court’s ruling was almost preordained, given the years-long campaign by conservatives to demonize transgender individuals as if they’re members of an alien species.

It will be recalled that during his presidential campaign, Trump spun a despicable fantasy in which children were kidnapped in school and secretly subjected to sex-change operations.

Trump’s executive order wiped out policies aimed at protecting transgender adults from discrimination. He moved to outlaw gender-affirming medical therapies for anyone under 19 by cutting off federal funding for healthcare institutions that provide such care.

He banned transgender individuals from serving in the military and ordered federal prison officials to move transgender inmates into the general populations consistent with their birth genders, which exposes them to physical assault. (Federal Judge Royce Lamberth of Washington, D.C., has blocked the government from transferring three transgender women into the male prison population or terminating their hormone treatments.)

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I wrote during Trump’s first term, when his anti-transgender policies were still gestating, that the goal was to show that “one can target any community, as long as it doesn’t have a strong political voice or political power. These are the actions of bullies and cowards, pretending to be strong.”

Last year, the Supreme Court struck its first blow against transgender rights by upholding a Tennessee law banning transgender care, including puberty blockers and hormone therapy, for minors. Similar laws have been enacted in 25 other states. The majority in that ruling by Chief Justice John G. Roberts Jr. was identical to the one in the June 30 ruling — Roberts, Kavanaugh, and Justices Clarence Thomas, Samuel A. Alito Jr., Neil M. Gorsuch and Amy Coney Barrett.

Who are the targets of this ideological campaign? They number only about 1.6 million U.S. adults, or one-half of 1% of the U.S. population. About 300,000 adolescents ages 13 to 17, or 1.4%, identify as transgender, according to a study by UCLA School of Law.

In West Virginia, as Justice Sonia Sotomayor observed in her dissenting opinion, “there was no record of any transgender person participating in school sports in the State, let along any ‘problem’ with transgender students … creating unfair competition or unsafe conditions.”

In endorsing the flat bans directed at transgender women in Idaho and West Virginia, Kavanaugh argued that any attempt to implement case-by-case judgments of students’ requests to join sports teams inconsistent with their biological gender would create “an enormous practical and administrability problem.”

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Is that so? That wasn’t the case in Maine, where the annual K-12 population is more than 170,000. There, a committee was charged with determining whether a student’s participation in a sport consistent with their gender identity but inconsistent with their biological sex would “result in an unfair athletic advantage” or present a risk of injury to others. The committee held 56 hearings from 2013 through 2021, or an average of seven per year. During the entire time span, only four involved transgender girls. (The outcome of those hearings couldn’t be learned.)

It was Maine’s policy, one might recall, that provoked a confrontation between Trump and Maine Gov. Janet Mills at the White House last year, when Trump threatened to withhold federal funding from the state unless it barred transgender students from competing on women’s sports teams. “We’ll see you in court,” Mills snapped.

Whether the Idaho and West Virginia laws genuinely protect girls from unfair competition is questionable. (The Idaho law is styled the “Fairness in Women’s Sports Act.”) In practice, the laws may subject women in public schools to “invasive sex verification procedures,” as educational expert George Theoharis of Syracuse University wrote after the court ruling.

They’re also based on a retrograde view of women as fragile creatures needing men’s protection, Theoharis wrote — “the same logic that has historically been used to justify excluding women from making their own healthcare decisions and girls from rigorous math and science; that physically demanding work is simply beyond them.” (There don’t appear to be any state laws barring transgender women from competing in men’s sports.)

Becky Pepper-Jackson, the plaintiff in the West Virginia case, in which she is identified only as B.P.J., is the only transgender girl who sought to join girl’s teams — track and cross-country — in the state. That was in 2021, just after West Virginia passed its law and she was about to enter sixth grade. She didn’t appear to pose any competitive risk to others on the track and cross-country teams she applied to join — her lawyers told the Supreme Court that on those no-cut teams, she “came in near the back.”

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Anyway, she had not gone through male puberty, which theoretically might have endowed her with a competitive advantage, because she had been taking puberty blockers and female hormones.

Thanks to the court’s ruling, Sotomayor observed in a dissent joined by Justices Elena Kagan and Ketanji Brown Jackson, West Virginia can deny Becky access to school sports “because it thinks they have an inherent athletic advantage, even if the facts show that they do not.”

B.P.J., Sotomayor wrote, “cannot practice on girls’ teams, even if she would not take anyone’s spot in an eventual competition, even if everyone who tries out for the team makes it, and even if having the chance to participate could aid immensely in treating B. P. J.’s gender dysphoria.”

So whose interest was really protected by the Supreme Court?

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