One of the major changes will be how diversity goals correlate with executive compensation, which has become a common practice at many large companies. Disney will now consider “talent strategy” rather than “diversity and inclusion” as a factor in executive compensation, though that will still include elements of DEI—a shift that seems more like a reframing, rather than an outright rejection of DEI practices.
Disney is also changing the name of its affinity groups from “Business Employee Resource Groups” to “Belonging Employee Resource Groups,” to underscore how ERGs are a crucial part of “strengthening our employee community and workplace experience,” per the memo.
It’s not entirely clear what the rebrand means for ERGs, though unlike some other companies (i.e. Ford), Disney does not seem to be restructuring those groups to focus on professional interests rather than shared identity. (The company did not respond to a request for comment and clarification on its ERG strategy.) In addition, Disney is also making content-related changes to the language of its disclaimers and the Reimagine Tomorrow initiative, which has highlighted stories from underrepresented communities.
Also, unlike other companies, Disney does not appear to be disbanding its DEI team altogether or completely eliminating its diversity initiatives. Most of the changes outlined in the memo seem intended to move away from the traditional language of diversity programs—perhaps to address any legal risk—but Disney is still using terms like “belonging” that have long been a part of DEI parlance.
In fact, the company still seemed to express its support for DEI values in the memo—without using the term itself. “Creating a welcoming and respectful environment for our employees and guests is core to our company culture and our business,” human resources chief Sonia Coleman wrote. “Our values—integrity, creativity, collaboration, community, inclusion—guide our actions and how we treat each other.”
