Last Updated on February 26, 2025 by Bertrand Clarke
In a decisive vote on Tuesday, Apple shareholders rejected a proposal to dismantle the company’s diversity, equity, and inclusion (DEI) initiatives, signaling a commitment to maintaining programs aimed at fostering a more inclusive workplace. The proposal, introduced by the conservative National Center for Public Policy Research (NCPPR), sought to eliminate Apple’s DEI policies, arguing that such efforts are divisive and potentially unlawful. However, the tech giant’s leadership and a majority of its shareholders stood firm, emphasizing the importance of diversity in driving innovation and corporate success.
The NCPPR, a think tank known for its opposition to corporate DEI programs, framed the proposal as a necessary step to align Apple’s practices with what it called a “merit-based” approach. Stephen Padfield, the center’s director, argued during the shareholder meeting that DEI initiatives are increasingly viewed as discriminatory and legally risky, particularly in light of recent federal actions and Supreme Court rulings.
“The tide is turning against DEI programs,” Padfield stated. “With President Trump’s executive orders targeting discriminatory practices and the Supreme Court’s decision to strike down race-based affirmative action in higher education, companies like Apple are exposing themselves to significant legal and reputational risks by continuing to prioritize diversity over merit.”
Apple CEO Tim Cook, however, strongly defended the company’s DEI efforts, describing them as integral to Apple’s culture and success. “At Apple, we believe that diversity is not just a moral imperative but a business imperative,” Cook said. “Our ability to innovate and create products that change lives stems from bringing together people with diverse perspectives, experiences, and backgrounds. This is not about quotas or exclusion—it’s about fostering an environment where everyone can thrive and contribute to our collective success.”
Cook also acknowledged the evolving legal landscape surrounding DEI programs, noting that Apple may need to adjust its approach to ensure compliance with new regulations. “As laws change, we will adapt,” he said. “But our commitment to dignity, respect, and inclusion will remain unwavering. These values are at the core of who we are as a company.”
The vote comes at a time when DEI initiatives are under intense scrutiny across the United States. In recent months, several high-profile companies, including Meta, Amazon, and Walmart, have scaled back or restructured their equity programs in response to political pressure and legal challenges. The Trump administration has been particularly vocal in its opposition to DEI efforts, issuing executive orders aimed at curtailing diversity spending within the federal government and encouraging private-sector companies to follow suit.
Despite this broader trend, Apple’s decision to uphold its DEI programs reflects a growing divide within corporate America. While some companies are retreating from diversity initiatives, others, like Apple and Costco, are doubling down on their commitment to creating inclusive workplaces. In December, Costco shareholders similarly rejected a proposal from the NCPPR to abandon its DEI policies, underscoring the ongoing debate over the role of diversity in corporate governance.
Apple’s workforce demographics highlight the challenges the company faces in achieving greater representation. According to its most recent diversity report, Apple’s workforce is approximately 66% male and 42% white, with Asian employees making up 30% of the workforce. Latino and Black employees account for 15% and 9% of the workforce, respectively. These figures indicate that women and people of color remain underrepresented at Apple compared to their share of the general population.
Critics of the NCPPR’s proposal argue that dismantling DEI programs would exacerbate these disparities and undermine efforts to create a more equitable workplace. “Diversity initiatives are not about lowering standards or excluding anyone,” said one shareholder during the meeting. “They’re about ensuring that everyone, regardless of their background, has a fair shot at success. Apple’s commitment to DEI is a testament to its values and its vision for the future.”
Supporters of the proposal, however, contend that DEI programs often prioritize identity over merit, leading to reverse discrimination and fostering division within organizations. “We’re not against diversity,” Padfield said. “We’re against policies that prioritize race or gender over qualifications and performance. Apple should focus on hiring the best people, period.”
The shareholder vote at Apple underscores the broader cultural and political battle over diversity initiatives in the United States. As companies navigate this contentious landscape, they are increasingly forced to weigh the potential risks of maintaining DEI programs against the benefits of fostering a more inclusive workforce. For now, Apple has made its position clear: diversity and inclusion are not just buzzwords but fundamental principles that drive its success.
As the debate over DEI continues to unfold, Apple’s decision to stand by its programs may serve as a bellwether for other companies grappling with similar challenges. In a world where innovation and collaboration are more important than ever, the tech giant’s commitment to diversity could prove to be a competitive advantage—one that shareholders are unwilling to sacrifice.
The outcome of Tuesday’s vote also raises important questions about the future of corporate responsibility and the role of businesses in addressing societal inequities. As Tim Cook noted in his remarks, “Our work is far from finished, but we remain steadfast in our belief that a diverse and inclusive Apple is a stronger Apple. This is not just the right thing to do—it’s the smart thing to do.”
In the face of mounting pressure and legal uncertainties, Apple’s shareholders have sent a clear message: diversity and inclusion are here to stay.
