AT&T told federal regulators this week that it is formally ending its diversity, equity and inclusion policies, citing major changes in federal law, recent court rulings and updated guidance from the U.S. Equal Employment Opportunity Commission.
The commitment came in a December 1 letter to FCC Chairman Brendan Carr from David R. McAtee II, AT&T’s Senior Executive Vice President and General Counsel. The company said it has overhauled internal policies, scrubbed DEI language from programs and training, and will no longer maintain any roles dedicated to DEI anywhere in the organization.
According to McAtee, the shift follows a five-year effort to refocus AT&T on one central mission — becoming “the best connectivity company in America” by expanding fiber and 5G to more customers than any other provider. As part of that process, the company reviewed its internal practices, partnerships and messaging to ensure they aligned with that objective and complied with the evolving legal landscape.
“The legal landscape governing diversity, equity, and inclusion policies and programs has changed,” McAtee wrote. He cited recent Executive Orders, Supreme Court decisions and the EEOC’s updated guidance warning employers about DEI practices that could amount to unlawful discrimination.
AT&T said it has “adjusted our employment and business practices to ensure that they comply with all applicable laws and related requirements, including ending DEI-related policies as described below, not just in name but in substance.”
AT&T said the company will reaffirm a merit-based approach to hiring, promotions and training programs. All roles, training opportunities, mentorships and advancement pathways will remain open to employees regardless of race, gender or other protected characteristics. The letter states that AT&T “does not and will not use hiring quotas” tied to any demographic category and has removed DEI-related training from internal materials.
The company is also shifting how it manages employee groups. While workers can join any networking or volunteer organization inside AT&T, the company said it will not treat groups differently based on the demographic focus of each organization and will maintain oversight to ensure the groups support the company’s business strategy.
On the supplier side, AT&T said all contracts are awarded strictly on value, quality and performance. The company confirmed it no longer uses demographic goals when making procurement decisions and only tracks certain data when required by government contracts or state reporting laws.
AT&T also announced it will stop participating in industry recognition surveys related to protected characteristics. Future participation will only involve surveys that measure employee engagement and progress toward the company’s stated cultural objectives. The company said its sponsorship portfolio has already been reshaped to reflect these changes, with support ending for partnerships that do not align with AT&T’s connectivity-focused strategy.
McAtee closed by telling Carr that AT&T’s workplace policies are central to the company’s ability to build national communications infrastructure and deliver long-term value to its shareholders.
A growing number of institutions across the country have started rolling back or outright ending their diversity, equity, and inclusion programs, a shift that has accelerated throughout 2024 and 2025. Much of the movement traces back to the changing federal landscape, especially new executive actions that removed earlier DEI requirements for federal agencies and contractors.
That shift pushed government departments, universities, and corporations to reassess whether their DEI structures were legally or financially viable. The Department of Education eliminated its internal DEI council, archived old guidance, and paused DEI-related activities. Major universities — including Michigan, Ohio State, Missouri State, and hundreds of others — shut down or renamed their DEI offices in response to the new environment.
In the private sector, companies like Meta, Walmart, Lowe’s, Target, and others have scaled back DEI teams, training, and hiring programs, citing both compliance concerns and the desire to avoid legal exposure. Even legacy DEI initiatives, some worth millions of dollars, are being dismantled or rebranded under new “access” or “civil rights” labels.
