UnitedHealth's DEI Retreat: A Corporate Pivot or Public Relations Stunt?

In the ever-evolving landscape of corporate social responsibility, UnitedHealth Group has made a surprising move. The healthcare giant has quietly removed most mentions of its diversity, equity, and inclusion (DEI) policies from its website. This decision, reported by TechCrunch, has raised eyebrows and sparked a flurry of questions about the company's commitment to these values and the potential impact on its corporate image and employee morale.

The removal of DEI mentions from UnitedHealth's website is not an isolated incident. Several tech companies, including Google and OpenAI, have also scrubbed mentions of DEI from their websites. This trend coincides with a broader retreat from DEI policies and programs by household names, amid mounting pressure from Trump administration-issued executive orders targeting DEI programs. In February, U.S. Attorney General Pam Bondi instructed the Justice Department to "investigate, eliminate, and penalize" DEI programs that it considers illegal at private sector companies that receive federal funding. A federal appeals court temporarily allowed the Trump administration to press ahead, despite a lower court ruling the government’s efforts unlawful.

UnitedHealth's decision to remove DEI mentions from its website could have significant implications for its corporate image and employee morale. The company has been under scrutiny for its practices that limit or delay access to healthcare, and the removal of DEI mentions could be seen as a further step away from social responsibility. This could lead to a backlash from stakeholders, including shareholders, employees, and the public, who value DEI initiatives. For instance, shareholders have already filed a proposal requesting that the Board of Directors prepare a report on the public health-related costs and macroeconomic risks created by the company’s practices that limit or delay access to healthcare. This indicates that there is already significant concern about the company's practices, and the removal of DEI mentions could exacerbate these concerns.

The removal of DEI mentions could also negatively impact employee morale. UnitedHealth Group has previously emphasized the importance of DEI in its workplace, with initiatives such as employee resource groups (ERGs) and a "Culture of Belonging" page. The removal of these mentions could be seen as a step back from these initiatives, potentially leading to a decrease in employee morale. For example, the company's career page used to have a dedicated section for diversity, equity, and inclusion, along with its diversity initiatives, but this section is no longer available. This could lead to a sense of disillusionment among employees who value DEI initiatives, potentially leading to a decrease in job satisfaction and productivity.

The removal of DEI policies from UnitedHealth's website could have significant implications for its ability to attract and retain a diverse workforce. According to the information provided, UnitedHealth Group had previously highlighted its commitment to DEI through various initiatives, such as employee resource groups (ERGs) and a dedicated section on its career page. For instance, the company mentioned that it had "relaunched our employee resource groups, focusing on four key pillars to bring the program closer to our business strategy of improving our employees’ sense of belonging." This indicates that DEI was an integral part of the company's strategy to foster a more inclusive workplace.

The removal of these policies could send a negative signal to potential employees, particularly those from underrepresented groups, who might perceive the company as less committed to diversity and inclusion. This could lead to a decrease in the diversity of the applicant pool, making it harder for UnitedHealth to attract top talent from various backgrounds. As the company's workforce becomes less diverse, it may struggle to innovate and remain competitive in the long run. A diverse workforce brings a variety of perspectives and ideas, which can drive innovation and improve decision-making. For example, the company's previous DEI strategy included initiatives like "United Well-being," which aimed to support employees holistically, and "Employee Resource Groups," which fostered collaboration and connections among team members. The absence of these initiatives could hinder the company's ability to create an inclusive environment where all employees feel valued and supported.

Moreover, the removal of DEI policies could also impact the company's reputation and brand image. UnitedHealth Group has been under scrutiny for its practices related to access to healthcare and patient outcomes. The killing of UnitedHealthcare CEO Brian Thompson in December 2024 galvanized criticism of U.S. health insurers, with many patients describing delayed or denied care and accusing companies of using deceptive practices. In this context, the removal of DEI policies could further damage the company's reputation, making it less attractive to potential employees and partners who value diversity and inclusion. As Wendell Potter, president of the Center for Health & Democracy and a former Cigna executive, stated, "The pattern of delays and denials of necessary medical care by UnitedHealth and other insurance companies harms more than just the patient themselves." This sentiment could extend to the company's DEI policies, where a lack of commitment to diversity and inclusion could harm the company's ability to attract and retain a diverse workforce.

In summary, the removal of DEI policies from UnitedHealth Group's website could have significant long-term effects on the company's ability to attract and retain a diverse workforce, potentially hindering its innovation and competitiveness. The absence of these policies could lead to a less diverse applicant pool, a decrease in employee engagement and satisfaction, and a damaged reputation, all of which could negatively impact the company's long-term success.