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Disney seems to have changed its stance on diversity, equity, and inclusion (DEI) initiatives, according to a wordy internal memo from the company’s HR chief.
The changes come as Donald Trump intensifies criticism of corporate DEI efforts, including shutting down federal DEI initiatives and scrutinizing federal contractors.
Unlike more drastic DEI cuts at companies like Meta, Amazon, and Google, Disney’s says its adjustments are more nuanced. They focus on integrating DEI into leadership evaluations while changing the language to emphasize “belonging” rather than diversity or equity.
The statement contains so much corporate spin and double-speak that it is difficult to ascertain whether it has just altered some wording or is really backing away from diversity efforts under pressure from right-wing voices, that oppose efforts to ensure workplaces offer equitable opportunities to all.
One major change is the introduction of a “Talent Strategy” metric in executive compensation planning, replacing the previous Diversity & Inclusion performance factor.
The new metric evaluates how leaders uphold company values, integrate diverse perspectives, and maintain a robust talent pipeline. It is one of three “Other Performance Factors” (OPFs) now used to assess leadership, alongside “Storytelling & Creativity” and “Synergy.”
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The memo, from HR chief Sonia Coleman is packed full of corporate jargon and says that the Talent Strategy metric “represents an evolution of important concepts” from the former DEI framework.
Disney has formerly been criticized by conservatives for adding racially diverse and gay characters in movies. Disney CEO Bob Iger has previously commented on the impact of Disney’s culture war critics on its operations, saying: “Creators lost sight of what their number one objective needed to be,” he said. “We have to entertain first. It’s not about messages.”
Strategic rebranding
Disney is also updating how it presents potentially sensitive content on its streaming platforms. The company will revise disclaimers that currently warn viewers about “negative depictions and/or mistreatment of people or cultures.” The updated notice will say: “This program is presented as originally created and may contain stereotypes or negative depictions,” and will be listed under the Details section.
In another strategic move, Disney has replaced its “Reimagine Tomorrow” initiative with a new Inclusion framework on its corporate impact website.
The memo highlights four key pillars of the new framework:
People: We reach and attract the best, most talented people around the world and foster barrier-free talent processes for everyone.
Culture: We purposefully champion a culture where everyone belongs and can contribute to our business success.
Market Reach: We create unforgettable stories, experiences, and products that entertain and resonate globally.
Community: We learn from and support under-served communities by establishing and investing in impactful relationships with organizations and business stakeholders.
The company has also rebranded its employee resource groups, now called Belonging Employee Resource Groups (BERGs). This change emphasizes strengthening employee communities and enhancing workplace experiences, says the firm.
Political and social pressures
Disney’s strategic DEI adjustments come amid growing political scrutiny of corporate diversity practices. Trump’s executive orders have not only ended federal DEI programs but have also impacted organizations receiving federal funding. For instance, PBS recently announced the closure of its DEI office following a review of its funding and compliance requirements.
By focusing on “belonging” rather than diversity or equity, Disney appears to be navigating the political landscape while maintaining its commitment to an inclusive company culture. The memo stresses that despite the strategic shifts, Disney’s “commitment to fostering a company culture where everyone belongs and everyone can excel” remains unchanged.
