Accenture treats inclusion, diversity and equality like other business priorities with goals, metrics and accountability. The company's commitment starts at the top – 60% of the board of directors are racially and ethnically diverse and 50% are women including Chair and CEO Julie Sweet. In 2016, Accenture became the first professional services company to publish comprehensive U.S. workforce data. 

Diversity is at the core of Hilton’s vision, mission and values. The company is committed to an inclusive workforce that fully represents many different cultures, backgrounds and viewpoints. Hilton has publicly released demographic data and commitments on gender and ethnic diversity.

Marriott has set a goal of gender parity within its leadership by 2023 and established a new Diversity and Inclusion Talent Council comprised of cross-discipline leaders in 2021. In 2022, Marriott created “Become,” a new career growth and development program for all associates.

AT&T fosters Diversity and Inclusion (D&I) across the five pillars of employees, communities, customers, suppliers and content. Through its philanthropic efforts and support of Black-owned businesses and storytellers, AT&T has established itself as a leader in diversity and inclusion. 

Johnson & Johnson has developed an evidence-based enterprise strategy to help prioritize and disproportionately invest in the initiatives that drive differentiated outcomes.

The company's DEI strategy focuses on three main areas:

1. Enhancing a culture of inclusion
2. Building a diverse and equitable workforce for the future
3. Better connecting DEI to its businesses to drive innovation and growth

EY has fostered an environment where all differences are valued, practices are equitable, and everyone experiences a sense of belonging. The company works to maximize the power of different perspectives and backgrounds by including varying points of view in decision-making, operations and actions.

Kaiser Permanente is committed to achieving equity and inclusion for all people by acknowledging racism as a public health issue and continuing to help eradicate all forms of inequities and injustices that create and sustain preventable health disparities. As it examines social determinants of health, systemic racism and social injustice must be accounted for in its vocabulary, consciousness and intentional actions.

Novartis views diversity and inclusion as a competitive advantage, as diverse organizations deliver higher revenues, increased innovation and are more responsive to customer needs. The company believes inclusion is the key to unleashing the true power of people and organizations.

Sodexo's Diversity, Equity and Inclusion (DEI) strategy focuses on ensuring inclusive leadership in action throughout the organization, increasing gender and ethnicity awareness and equity and engaging stakeholders to bring DEI to frontline employees. The company's commitment to DEI is grounded in a corporate responsibility roadmap, which contributes to societal and economic development while enriching the lives of constituents. 

In its first-ever Diversity and Inclusion Transparency Report, PwC outlined an intent to build a workforce in the U.S. that better reflects the diverse makeup of higher education enrollment and put forward specific aspirations around recruitment, retention and advancement. By putting even greater focus on equality and KPIs, the company is driving progress through transparency.