Paramount Global Latest To Shift On DEI As Trump Directives Cycle Through Media

In a memo to staff today, Paramount Global’s co-CEOs — George Cheeks, Chris McCarthy and Brian Robbins – advised on “changes in the way the company approaches inclusion moving forward,” the latest to capitulate to the Trump administration’s attempt to roll back DEI. “As a result, some of our policies must change to comply with these new mandates,” they said.

Following Disney and companies in media, tech and across industries, the Diversity, Equity and Inclusion metric in its short-term incentive plan will disappear. It will no longer measure “success in progress on companywide DEI initiatives, including aspirational representation goals,” the execs wrote.

The incentives will now be based on a Workforce Culture and Development qualitative metric, “focused on building a high-performing and inclusive culture, including through developing leadership and engaging our workforce. ” The execs assured that, “We continue to welcome talent of all backgrounds.”  

The memo, obtained by Deadline, said the company will no longer ”set or use aspirational numerical goals related to the race, ethnicity, sex or gender of hires” and has stopped collecting rata on race, ethnicity, sex or gender data for U.S. job applicants on its forms and careers page save in those markets where it’s legally required to.

Full memo below:

Hi Everyone, 

To mark the close of 2024, we wanted to update you on certain policy changes we are making. As you may be aware, the current Administration’s Executive Order, a Supreme Court decision, and federal mandates require changes in the way the company approaches inclusion moving forward. As a result, some of our policies must change to comply with these new mandates, including:  

Staffing Goals: We will no longer set or use aspirational numerical goals related to the race, ethnicity, sex or gender of hires. We continue to welcome talent of all backgrounds.   

Gender and Diversity Data: We have ended our policy of collecting race, ethnicity, sex or gender data for U.S. job applicants on our forms and careers page, except in those markets that legally require us to do so. 

In addition, we have eliminated the “Diversity, Equity and Inclusion” qualitative metric in our Short-Term Incentive Plan (STIP) for qualified participants. This metric directly connected 5% of funding for our STIP program to the company’s success in progress on companywide DEI initiatives, including aspirational representation goals. We now base 10% of STIP funding on our Workforce Culture and Development qualitative metric, which is focused on building a high-performing and inclusive culture, including through developing leadership and engaging our workforce.   

With our business objectives firmly in mind, we will continue to evaluate our programs and approach to ensure that we are widening our aperture to attract talent from all geographies, backgrounds and perspectives. That may mean expanding existing programs while ending others. As our policies continue to evolve in the future, we will be sure to share those updates with you.   

To be the best storytellers and to continue to drive success, we must have a highly talented, dedicated and creative workforce that reflects the perspectives and experiences of our many different audiences. Values like inclusivity and collaboration are a part of the Paramount culture and will continue to be.    

Best,  

George, Chris and Brian