Challenges and Setbacks: Why the Disappearance of DEI Reports Is a Step Backward
The recent decision by Google, Microsoft, and Meta to stop publishing their Diversity, Equity and Inclusion (DEI) reports represents a clear setback. These companies, global benchmarks in technology and corporate culture, directly influence how others —including in Spain— understand corporate responsibility. See the article here: https://es.wired.com/articulos/google-microsoft-y-meta-han-dejado-de-publicar-reportes-sobre-diversidad-e-inclusion-en-su-personal
We are concerned about this decision. Why? Here are some of the reasons:
1. Transparency and Accountability
Diversity data is essential for measuring progress and detecting inequalities. When this information is no longer published, accountability is weakened and the impact of DEI policies becomes harder to evaluate. Without data, there is no way to know whether strategies are working or simply being maintained out of inertia.
2. A Signal to the Market and to Talent
Large companies set the tone. If they cut budgets or stop communicating their progress, they send the message that diversity is negotiable. This can discourage smaller companies or suppliers that look to them as models, especially at a time when important steps are being taken in Spain regarding equality and transparency..
3. Impact on People and Culture
Without public information, underrepresented groups lose a benchmark for measuring their progress, and internal pressure to improve is reduced. DEI reports are not only a control mechanism: they are also drivers of change. Their absence can set back years of progress in inclusion.
4. Reputational and Regulatory Risk
The current political and economic context is putting companies’ real commitment to diversity to the test. Not communicating data or reducing DEI programs may seem like a tactical gesture, but in the medium term it undermines the trust of employees, customers, and investors. Diversity is no longer optional: it is part of corporate sustainability.
Strengthening Commitment, Not Abandoning It
If large companies pull back, others must reaffirm their commitment. Diversity and inclusion are not decorative “best practices,” but a competitive and ethical advantage.
From our consultancy, we encourage Spanish organizations to remain transparent, invest in DEI, and rigorously measure results. Credibility is built with data, coherence, and continuity.
