88% of Companies Globally Still Include Diversity and Inclusion in Workforce Reports

Key Takeaways

• 88% of firms still list DEI in board oversight docs.
• Public anti‑discrimination policies fell from 94% (2020) to 70% (2025).
• US parental leave offerings dropped from 77% to 22% over five years.
• Only 26% of companies report ethnicity data; gender remains primary focus.

Pulse Analysis

The latest Workforce Disclosure Initiative (WDI) report underscores a paradox in corporate governance: DEI language persists while substantive policies recede. Analyzing internal documents from about 3,000 companies, the study shows that board oversight continues to cite diversity as a core priority, a trend that aligns with investor demand for ESG transparency. Yet, the persistence of DEI mentions does not guarantee action, as firms increasingly omit concrete anti‑discrimination rules and well‑being programs, especially in the United States, where regulatory mandates are weaker.

The decline in foundational benefits raises concerns about the depth of commitment. Public anti‑harassment policies have slipped from near‑universal coverage in 2020 to just 70% in 2025, and shared parental‑leave offerings have plummeted from 77% to 22% among U.S. respondents. Such rollbacks erode the structural support needed for a truly inclusive workforce and may expose companies to legal and reputational risk. Moreover, while one in five firms still use DEI metrics for executive pay, the focus remains heavily weighted toward gender, leaving ethnicity and disability representation under‑measured and under‑targeted.

For stakeholders, the report signals a need to look beyond board statements and scrutinize the breadth of DEI data collection and incentive structures. Expanding reporting to include race, ethnicity, and disability, and linking those metrics to compensation, could drive more meaningful change. Investors and regulators are likely to intensify pressure for granular, comparable benchmarks, making comprehensive DEI integration not just a moral imperative but a strategic necessity for long‑term value creation.