98% of Shareholders Say No to Anti-DEI Proposals in 2025

As political and legal challenges put DEI programs under the microscope, the message from corporate America has been remarkably clear: shareholders reject anti-DEI proposals 2025 and they’re not backing down from inclusion.

In recent weeks, shareholders at some of the country’s largest companies, including Apple, Coca-Cola, Costco, John Deere, Goldman Sachs, Visa, Disney, and Levi Strauss, voted overwhelmingly against proposals aimed at dismantling diversity, equity, and inclusion (DEI) initiatives. We’re not talking about narrow wins either. We’re talking about 98% to 99% rejection rates.

A 98% Rejection Rate on Anti-DEI Proposals: Corporate America Isn’t Backing Down

Let’s look at a few examples:

• Goldman Sachs and BMS shareholders each rejected two anti-DEI proposals by a 98% margin
• At Apple and Pfizer, 98% of shares were voted against similar proposals
• Levi Strauss, American Express Coca Cola, John Deere, Gilead Sciences, Visa, Walt Disney? More than 99% of shareholders stood up for DEI

These aren’t just numbers; they’re statements. And they’re powerful.

The Bigger Picture

These proposals were part of a growing trend where anti-DEI activists attempt to paint inclusion efforts as unnecessary or divisive. But the shareholder response across industries tells a different story. It reflects a broad understanding that DEI isn’t just about checking boxes or following trends; it’s about building stronger, more resilient businesses that reflect the world we live in.

In statements following these meetings, several companies reaffirmed their commitment to creating inclusive workplaces. Many pointed out that DEI drives innovation, supports employee engagement, and makes companies more attractive to talent and customers alike.

What the 2025 Anti-DEI Proposals Rejections Mean for the Future

The overwhelming rejection of anti-DEI proposals 2025 sends a clear message: inclusion isn’t going anywhere. Despite external pressures, corporate America is doubling down on belonging.

But it’s not just about surviving the DEI backlash. Companies now have a chance to move from defense to momentum, to deepen their commitment, measure what matters, and show the long-term value of inclusive cultures.

For more on how companies are adapting their DEI strategies amidst these challenges, read our article on Corporate Responses to DEI Policy Changes.

The Takeaway

2025 may be a turning point. Not because DEI is under attack, but because it’s being defended loudly and publicly by the very people who have the power to shape company priorities: the shareholders.

At Diversity Resources, we see this as a moment of affirmation. It’s proof that even amid pressure, progress can hold. And with the right leadership, it can grow.