Global professional services giant Accenture has confirmed it is scaling back its diversity, equity, and inclusion (DEI) programs, following a similar move by Google. The shift comes amid an evolving corporate landscape where DEI initiatives face increasing legal and political scrutiny, particularly in the United States.

In an internal memo, CEO Julie Sweet informed employees that the company would discontinue gender and representation targets, halt participation in external DEI benchmarking programs, and discontinue specialized career development programs for underrepresented groups.

Sweet framed the decision as an effort to modernize Accenture’s approach to workplace inclusion while maintaining a culture of fairness.

“We remain committed to an inclusive, merit-based workplace where all employees feel valued and have equal opportunities to grow,” she stated.

While Accenture insists it will continue fostering diversity through broader cultural and employee experience initiatives, the removal of structured DEI programs signals a strategic shift in how large corporations handle workplace inclusion.

One of the key factors driving Accenture’s decision is the shifting regulatory environment in the U.S., where government policies are increasingly scrutinizing corporate DEI initiatives. The company’s federal services division secures significant contracts with the U.S. government, making compliance with new policies a strategic necessity.

However, the changes will extend beyond the U.S., affecting Accenture’s global workforce, with adjustments tailored to different markets and legal requirements.

Accenture’s decision comes just days after Google scaled back its DEI efforts, raising concerns about whether corporate diversity initiatives are facing an industry-wide rollback. Over the past year, several major corporations, particularly in finance and tech, have reexamined their DEI commitments due to political pressure, legal risks, and shifting business priorities.

While some companies are choosing to scale down formal DEI programs, others are opting for a rebranding strategy—integrating diversity efforts under broader HR initiatives like "workplace experience" or "inclusive culture" to maintain progress without regulatory exposure.

“This trend doesn’t necessarily mean the end of DEI but a transformation in how companies approach inclusion,” said an HR policy expert who advises Fortune 500 firms.

The impact of Accenture’s policy shift is being closely watched across industries. While some U.S.-based firms are reassessing their DEI commitments, many global companies, particularly in Europe and Asia, are maintaining their diversity strategies despite political headwinds in North America.

For instance, firms operating under the European Union’s strong anti-discrimination laws are expected to continue their diversity initiatives, while organizations in emerging markets may adjust their strategies based on local cultural and regulatory landscapes.

With DEI policies under scrutiny, companies are faced with tough decisions about how to balance inclusion goals with evolving legal and business risks. Some experts predict that rather than eliminating DEI altogether, corporations will shift towards subtler, more integrated diversity strategies that emphasize fairness, mentorship, and employee engagement without explicit quotas or labels.

Accenture’s policy change is a pivotal moment in the DEI debate, raising questions about whether corporate diversity efforts will be scaled back, restructured, or redefined entirely. As global businesses navigate this uncertain landscape, the next few years will likely determine whether diversity remains a core corporate priority or fades into a less formalized aspect of workplace culture.