Even as some companies have abandoned parental leave and well-being benefits that support a diverse workforce, DEI reporting appears to have remained a priority, at least in internal documents. That’s according to the Workforce Disclosure Initiative (WDI), a new Thomson Reuters analysis of roughly 3,000 global companies that looked at the topics companies covered in internal documents, as well as key performance indicators (KPIs) for executive pay and changes in benefits and other priorities. Shifting benefits priorities. Perhaps one of the more concerning data points from the report indicates that fewer companies have public policies on discrimination and harassment than they did in previous years. In 2020, 94% of companies had public policies on these issues, compared to just 70% in 2025. Shared parental leave also appears to have declined, mainly in the US, where there are no federally mandated parental leave policies. A record 77% of respondents offered parental leave in 2020, but that number fell to 22% in 2025. DEI remains in documents. Since 2024, several companies in the US have publicly announced that they will no longer tie DEI goals to executive pay. But the report found that one in five companies globally still use DEI as an executive pay performance metric. For more on the findings, keep reading here.—KP |