This table tracks important information for the United States government’s top 100 contractors, including their Corporate Bias Rating, DEI commitments, total number of actions, and dollars obligated.* Click on a company’s risk rating to see its full Corporate Bias Report.
Total Contracts: $424,098,124,006.56
Total Actions: 68,882,757
| Company | Logo | CBR Risk Rating | DEI Actions | Number of Actions | Dollars Obligated | % Total Actions | % Total Dollars |
|---|---|---|---|---|---|---|---|
| Lockheed Martin Corporation |  | • In late 2022, according to an anonymous whistleblower, Lockheed Martin removed 18 white employees from the list of employees who were to receive bonuses and replaced them with nonwhite employees. The company replied by stating that it “is a meritocracy,” and that the “allegations as reported raise concerns that we are taking seriously and are investigating” • Signatory of Catalyst’s Champions for Change pledge, indicating its support of DEI in its leadership composition through the establishment of gender and racial targets • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • Signatory of the CEO Action pledge which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies • The company integrates DEI into its supply chain. • The company had a history of global diversity and inclusion policies and affirmative action goals. However, in January 2025 the company pledged to align itself with President Trump’s executive order against demographic representation. • The company had a history of DEI. However, in May 22, 2025, the company pledged to “permanently [closed its] Business Resource Groups and Employee Networks organized around demographics, identities or advocacy” | 41,972 | $52,479,365,101.92 | 0.0347 % | 6.8003 % | |
| RTX Corporation |  | • Signatory of Catalyst’s Champions for Change pledge, indicating its support of DEI in its leadership composition through the establishment of gender and racial targets • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Signatory of the CEO Action pledge which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • RTX had a history of DEI inclusive policies and practices. However, in January 2025, the company pledged to “‘re-evaluate and align to the executive order'” | 27,634 | $25,433,238,417.40 | 0.0229 % | 3.2956 % | |
| The Boeing Company |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • The company appears to prioritize diversity over merit in its leadership composition. • The company sponsored the 2025 Diversity Leadership Alliance Conference, "The Words May Change, the Work Continues" • The company had a history of tying executive compensation to diversity and climate goals. However, "in a March [2025] regulatory filing with the Securities and Exchange Commission, Boeing also outlined a new pay structure for its top executives that deleted performance metrics based on diversity and climate change. Instead, executive compensation now more specifically targets safety and quality" • The company had a history of DEI policies and practices. However, in November 2024, the company pledged to "'ensure compliance with the law'... [and it had] quietly dismantled its diversity, equity and inclusion department in November" • The company had a history of supporting DEI within its business practices. However, in May 2025, the company announced it was "pausing events and suspending funding for two internal programs — diversity councils and business resource groups, or BRGs" | 22,994 | $24,758,962,470.98 | 0.0190 % | 3.2083 % | |
| Northrop Grumman Corporation |  | • Signatory of Catalyst’s Champions for Change pledge, indicating its support of DEI in its leadership composition through the establishment of gender and racial targets • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • Signatory of the CEO Action pledge which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies • The company is a coalition member of OneTen, appearing to prioritize diversity over merit in its hiring • The company was a member of the MCCA, indicating its focus on recruiting, retaining, and promoting employees based on race • The company has a history of divisive corporate policies and practices. However, in January 2024, the company removed DEI training policies from its Sustainability Report. To date, the company has not publicly addressed this change, leaving shareholders without clarity regarding the company’s reasoning or future direction | 11,036 | $19,669,506,853.35 | 0.0091 % | 2.5488 % | |
| General Dynamics Corp |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • General Dynamics has a history of divisive corporate policies and practices. However, in January 2025, the company removed DEI policies from its 2025 Sustainability Report. To date, the company has not publicly addressed this change, leaving shareholders without clarity regarding the company’s reasoning or future direction | 11,020 | $19,539,929,456.61 | 0.0091 % | 2.5320 % | |
| UnitedHealth Group Incorporated |  | • The company appears to prioritize diversity over merit in its supply chain. • Signatory of the CEO Action pledge which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • The company has a history of divisive corporate policies using reputation to support divisive practices. However, in July 2025, the company removed DEI quotas from its 2021 Sustainability Report. To date, the company has not publicly addressed these changes, leaving shareholders without clarity regarding the company’s reasoning or future direction • The company has a history of using reputation to support divisive practices. However, in July 2025, the company removed DEI and ESG language from its Sustainability Report. To date, the company has not publicly addressed these changes, leaving shareholders without clarity regarding the company’s reasoning or future direction • UnitedHealth Group is a member of the MCCA, indicating its focus on recruiting, retaining, and promoting employees based on race | 24,663,180 | $18,783,399,941.99 | 20.4049 % | 2.4340 % | |
| Leidos Holdings, Inc. |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • Signatory of the CEO Action pledge which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies | 20,682 | $11,789,258,066.34 | 0.0171 % | 1.5277 % | |
| L3Harris Technologies, Inc. |  | • Signatory of Catalyst’s Champions for Change pledge, indicating its support of DEI in its leadership composition through the establishment of gender and racial targets • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • Signatory of the CEO Action pledge which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies | 8,281 | $9,470,847,867.51 | 0.0069 % | 1.2272 % | |
| McKesson Corporation |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • Signatory of the CEO Action pledge which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies • The company appears to prioritize diversity over merit in its leadership composition. • The company appears to prioritize diversity over merit in its recruitment and hiring. | 51,376 | $9,050,183,507.18 | 0.0425 % | 1.1727 % | |
| Huntington Ingalls Industries, Inc. |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • Signatory of the CEO Action pledge which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies | 2,745 | $8,919,362,605.44 | 0.0023 % | 1.1558 % | |
| Booz Allen Hamilton Holding Corporation** |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • Booz Allen Hamilton's CEO, Horacio Rozanski signed the CEO Action for Diversity & Inclusion pledge, which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies • The company had a history of divisive employment policies. However, in February 2025, it announced the end of DEI in the company. Specifically, the company pledged to remove diversity goals from its employee and executive priorities and eliminate all references to DEI in its communications and training | 5,137 | $8,547,722,731.23 | 0.0043 % | 1.1076 % | |
| TriWest Healthcare Alliance Corp |  | N/A | 101 | $8,382,063,937.81 | 0.0001 % | 1.0862 % | |
| BAE Systems plc |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology | 8,945 | $8,333,110,321.96 | 0.0074 % | 1.0798 % | |
| Humana Inc. |  | N/A | 124 | $8,029,206,899.38 | 0.0001 % | 1.0404 % | |
| Honeywell International Inc. |  | • In April of 2021, a former Honeywell employee was fired for refusing to take mandatory critical race theory training for employees. However the 7th Circuit found no discrimination • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • Signatory of Catalyst’s Champions for Change pledge, indicating its support of DEI in its leadership composition through the establishment of gender and racial targets | 7,780 | $7,633,213,844.45 | 0.0064 % | 0.9891 % | |
| Fluor Corp |  | • Signatory of the CEO Action pledge which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies | 362 | $6,372,805,859.78 | 0.0003 % | 0.8258 % | |
| Cencora, Inc. |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology | 494,150 | $6,091,697,826.62 | 0.4088 % | 0.7894 % | |
| Science Applications International Corporation |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Signatory of the CEO Action pledge which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies | 127,916 | $5,445,175,403.27 | 0.1058 % | 0.7056 % | |
| Amentum Services, Inc. |  | • The company has a history of using trainings and policies to support divisive practices. However, in October 2025, the company removed DEI training policies from its CSR/Annual Report. To date, the company has not publicly addressed this change, leaving shareholders without clarity regarding the company’s reasoning or future direction • The company has a history of using reputation to support divisive practices. However, in October 2025, the company removed DEI and ESG language from its CSR/Annual Report. To date, the company has not publicly addressed these changes, leaving shareholders without clarity regarding the company’s reasoning or future direction | 3,413 | $5,309,018,263.59 | 0.0028 % | 0.6879 % | |
| Triad National Security, LLC |  | N/A | 32 | $5,162,951,247.26 | 0.0000 % | 0.6690 % | |
| Atlantic Diving Supply Inc. |  | N/A | 72,328 | $4,598,685,873.22 | 0.0598 % | 0.5959 % | |
| CACI International Inc |  | N/A | 2,829 | $4,532,584,700.26 | 0.0023 % | 0.5873 % | |
| Battelle Memorial Institute |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology | 1,107 | $4,304,630,074.74 | 0.0009 % | 0.5578 % | |
| Advanced Technology International |  | • ATI integrates DEI into its supply chain | 1,049 | $4,184,946,471.11 | 0.0009 % | 0.5423 % | |
| Bechtel Corp |  | • Bechtel hosts a DE&I Steering Committee | 98 | $4,052,968,286.46 | 0.0001 % | 0.5252 % | |
| Deloitte Touche Tohmatsu Limited |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • Deloitte Central Europe offers unconscious bias training to its employees • Deloitte Central Europe appears to prioritize diversity over merit in all organizational levels. • Deloitte's Global Deputy Chief Executive Officer, Stacy Janiak signed Catalyst's Champions for Change pledge, indicating its support of DEI in its leadership composition through the establishment of gender and racial targets • Deloitte's CEO, Jason Girzadas, signed the CEO Action for Diversity & Inclusion pledge, which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies • "Deloitte told U.S. employees working with government clients to remove pronouns from their email signatures and said it would roll back its DEI goals and cease issuing diversity reports—but the firm’s United Kingdom branch told its staff diversity “remains a priority” and it would stand by its diversity goals" • The company is a coalition member of OneTen, appearing to prioritize diversity over merit in its hiring | 3,143 | $3,983,960,278.41 | 0.0026 % | 0.5162 % | |
| Space Exploration Technologies Corp. |  | N/A | 361 | $3,956,224,815.68 | 0.0003 % | 0.5127 % | |
| Consolidated Nuclear Security, LLC |  | N/A | 31 | $3,649,011,084.10 | 0.0000 % | 0.4728 % | |
| General Dynamics Electric Boat |  | • GDEB appears to prioritize diversity over merit in its hiring. • GDEB appears to prioritize diversity over merit in its supply chain. • GDEB supports DEI within its business practices. | 475 | $3,600,719,186.74 | 0.0004 % | 0.4666 % | |
| Health Net Federal Services |  | N/A | 79 | $3,545,991,795.30 | 0.0001 % | 0.4595 % | |
| Accenture Solutions Private Limited** |  | • The company's CEO Julie Sweet signed the CEO Action for Diversity & Inclusion pledge, which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies • Accenture is a coalition member of OneTen, appearing to prioritize diversity over merit in its hiring • Accenture had a history of divisive employment policies. However, in February 2025, Accenture announced the end of its DEI goals. • Accenture had a history of engaging with the HRC, a radical activist organization. However, in February 2025, it pledged to stop filling out external diversity surveys, which includes the HRC's CEI | 2,134 | $3,439,039,489.12 | 0.0018 % | 0.4456 % | |
| Dell Technologies Inc. |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • The company offers unconscious bias training to its employees • Dell's chairman and CEO Michael Dell signed Catalyst's Champions for Change pledge, indicating its support of DEI in its leadership composition through the establishment of gender and racial targets • The company’s CEO, Michael Dell, signed the CEO Action for Diversity & Inclusion pledge, which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies • The company is a member of the MCCA, indicating its focus on recruiting, retaining, and promoting employees based on race | 2,913 | $3,428,343,073.05 | 0.0024 % | 0.4442 % | |
| Peraton Corp. |  | N/A | 2,426 | $3,424,270,039.50 | 0.0020 % | 0.4437 % | |
| Optum |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology | 2,144,719 | $3,309,894,581.24 | 1.7744 % | 0.4289 % | |
| Lawrence Livermore National Security |  | • The company formerly had a diversity plan. However, it was removed in February 2025 in accordance with executive order 14151 to reduce government waste | 30 | $3,166,514,253.56 | 0.0000 % | 0.4103 % | |
| General Electric Company |  | 4,608 | $2,997,604,742.81 | 0.0038 % | 0.3884 % | ||
| Merck & Co., Inc. |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • Merck's CEO and President Rob Davis signed Catalyst's Champions for Change pledge, indicating its support of DEI in its leadership composition through the establishment of gender and racial targets • The company’s CEO Robert M. Davis signed the CEO Action for Diversity & Inclusion pledge, which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies • Merck is a member of the MCCA, indicating its focus on recruiting, retaining, and promoting employees based on race • The company is a coalition member of OneTen, appearing to prioritize diversity over merit in its hiring | 99 | $2,893,140,940.16 | 0.0001 % | 0.3749 % | |
| KBR, Inc. |  | • KBR’s CEO Stuart Bradie signed the CEO Action for Diversity & Inclusion pledge, which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies | 2,461 | $2,681,721,951.42 | 0.0020 % | 0.3475 % | |
| General Atomics |  | N/A | 936 | $2,630,268,294.68 | 0.0008 % | 0.3408 % | |
| Jacobs Solutions |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • Jacobs’ CEO Bob Pragada signed Catalyst's Champions for Change pledge, indicating its support of DEI in its leadership composition through the establishment of gender and racial targets | 2,882 | $2,592,607,376.35 | 0.0024 % | 0.3360 % | |
| The Johns Hopkins University |  | • The university hosts a Gender and Sexuality Resources department as a part of their Center for Diversity and Inclusion | 2,942 | $2,586,315,360.82 | 0.0024 % | 0.3351 % | |
| UT-Battelle LLC |  | N/A | 32 | $2,546,284,448.45 | 0.0000 % | 0.3300 % | |
| Parsons Corporation |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • The company appears to prioritize diversity over merit in its supply chain. | 1,218 | $2,533,637,222.80 | 0.0010 % | 0.3283 % | |
| Textron Inc |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Member of the MCCA, indicating its focus on recruiting, retaining, and promoting employees based on race | 2,488 | $2,502,765,843.75 | 0.0021 % | 0.3243 % | |
| Sierra Nevada Company, LLC |  | N/A | 1,010 | $2,465,745,466.79 | 0.0008 % | 0.3195 % | |
| California Institute of Technology |  | • Caltech supports DEI within its business practices, employing a DEI Center • Caltech hosts IDEA (Inclusion, Diversity, Equity, and Accessibility)-related educational workshops | 1,720 | $2,252,305,150.80 | 0.0014 % | 0.2919 % | |
| Okinawa Idemitsu |  | • Okinawa Idemitsu hosts a DE&I Committee • The company hosts Unconscious Bias Workshops • Okinawa Idemitsu supports DEI within its business practices | 385 | $2,211,820,686.15 | 0.0003 % | 0.2866 % | |
| The MITRE Corporation |  | • Signatory of the CEO Action pledge which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies | 1,260 | $2,163,118,557.58 | 0.0010 % | 0.2803 % | |
| Analytic Services Inc. |  | N/A | 363 | $2,073,786,545.56 | 0.0003 % | 0.2687 % | |
| Bath Iron Works |  | N/A | 213 | $1,898,754,984.75 | 0.0002 % | 0.2460 % | |
| Clark Construction Group |  | N/A | 86 | $1,818,451,990.99 | 0.0001 % | 0.2356 % | |
| Maximus Inc |  | • Signatory of the CEO Action pledge which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies | 436 | $1,743,308,608.73 | 0.0004 % | 0.2259 % | |
| Carahsoft Technology Corp |  | N/A | 4,037 | $1,687,239,502.24 | 0.0033 % | 0.2186 % | |
| Sanofi |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • Sanofi's former CEO Paul Hudson signed Catalyst's Champions for Change pledge, indicating its support of DEI in its leadership composition through the establishment of gender and racial targets • Sanofi’s former CEO, Bill Sibold signed the CEO Action for Diversity & Inclusion pledge, which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies • In January 2024 America First Legal filed a letter with the EEOC requesting a civil rights investigation into the company over discriminatory practices in hiring and promotion. However, in September 2024, Sanofi agreed to end its "race and sex-based quotas for hiring and promotions" | 263 | $1,635,380,052.05 | 0.0002 % | 0.2119 % | |
| United Launch Alliance, L.L.C. |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology | 160 | $1,629,701,239.01 | 0.0001 % | 0.2112 % | |
| Deployed Resources LLC |  | N/A | 141 | $1,597,049,872.32 | 0.0001 % | 0.2070 % | |
| Serco |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies | 1,205 | $1,558,422,974.56 | 0.0010 % | 0.2019 % | |
| FedEx Corp |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies | 40,849,772 | $1,548,586,594.63 | 33.7967 % | 0.2007 % | |
| Massachusetts Institute of Technology |  | In 2024, the company "ended the use of diversity statements for faculty hiring, making it the first elite private university to backtrack on the practice that has been roundly criticized as a political litmus test" | 642 | $1,498,350,063.29 | 0.0005 % | 0.1942 % | |
| Arctic Slope Regional Corporation |  | N/A | 5,019 | $1,470,434,746.36 | 0.0042 % | 0.1905 % | |
| Oshkosh Corp |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • The company's CEO John C. Pfeifer signed the CEO Action for Diversity & Inclusion pledge, which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies | 12,820 | $1,467,782,961.82 | 0.0106 % | 0.1902 % | |
| Hensel Phelps Construction |  | • Hensel Phelps supports DEI within its business practices. | 430 | $1,452,730,126.55 | 0.0004 % | 0.1882 % | |
| Leonardo SpA |  | N/A | 2,420 | $1,406,548,889.37 | 0.0020 % | 0.1823 % | |
| AT&T Inc** |  | • AT&T had a history of divisive employment policies. However, in March 2025, the company pledged to end DEI quotas in its career development programs, scholarship programs, and supply chain • AT&T also pledged to remove pronoun pins from its employee style guide and ensure that Employee Resource Groups are focused on business AT&T had a long history of using its reputation to promote divisive causes. However, in March 2025, the company pledged to no longer have a DEI Officer, stop filling out the so-called Corporate Equality Index, focus on growing its small business supplier base, and ensure strategy will focus only on what grows the business | 14,723 | $1,377,154,604.86 | 0.0122 % | 0.1785 % | |
| VECTRUS Federal Service GmbH |  | N/A | 1,039 | $1,376,356,015.96 | 0.0009 % | 0.1784 % | |
| Austal |  | • The company integrates DEI into its supply chain. • Austal offers diversity and inclusion training to its employees • The company appears to prioritize diversity over merit in its leadership composition. • It appears to prioritize diversity over merit in its business structure through the establishment of gender targets for its hiring and leadership composition. • Austal appears to prioritize diversity over merit in its supply chain. • The company hosts a Diversity Committee • The company supports DEI within its business practices. | 374 | $1,357,370,263.40 | 0.0003 % | 0.1759 % | |
| Pfizer Inc |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • Pfizer's Chairman and CEO Albert Bourla signed Catalyst's Champions for Change pledge, indicating its support of DEI in its leadership composition through the establishment of gender and racial targets • The company’s CEO Albert Bourla signed the CEO Action for Diversity & Inclusion pledge, which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies • The company is a member of the MCCA, indicating its focus on recruiting, retaining, and promoting employees based on race | 745 | $1,345,771,301.30 | 0.0006 % | 0.1744 % | |
| The Aerospace Corporation |  | • The Aerospace Corporation's CEO Steve Isakowitz signed the CEO Action for Diversity & Inclusion pledge, which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies • The company hosts an Executive Diversity Council | 506 | $1,335,994,492.68 | 0.0004 % | 0.1731 % | |
| International Business Machines Corporation** |  | • In June 2025, America First Legal filed a lawsuit in the U.S. District Court for the Central District of California for race, sex, and age discrimination against John Loeffler • IBM had a history of divisive policies, including discriminatory hiring practices and internships. However, in April 2025, the company pledged to end DEI in its hiring practices and supply chain, remove diversity goals from its executive compensation plans, end Allyship training, end its corporate policy encouraging preferred pronoun usage, stop using the term LatinX, and focus on growing its small business and veteran owned business supplier base • IBM had a history of using its reputation to promote divisive causes. However, in April 2025, the company pledged to stop filling out the so-called “Corporate Equality Index”, end its Diversity Council, dissolve its DEI department, end its "I’m In Allyship" campaign, and end its DEI "Be Equal" Podcast | 963 | $1,331,084,849.09 | 0.0008 % | 0.1725 % | |
| Regents of the University of California |  | • The Regents of the University of California supports DEI within its business practices. | 320 | $1,300,209,821.56 | 0.0003 % | 0.1685 % | |
| Noble Supply & Logistics |  | N/A | 198,399 | $1,245,549,374.09 | 0.1641 % | 0.1614 % | |
| CGI |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology | 960 | $1,220,705,109.58 | 0.0008 % | 0.1582 % | |
| W. S. Darley & Co |  | N/A | 3,802 | $1,206,948,648.08 | 0.0032 % | 0.1564 % | |
| RAYTHEON/LOCKHEED MARTIN JAVELIN JV | N/A | N/A | N/A | 99 | $1,201,402,001.47 | 0.0001 % | 0.1557 % |
| Alliance for Sustainable Energy, LLC |  | N/A | 52 | $1,167,681,746.06 | 0.0000 % | 0.1513 % | |
| GlaxoSmithKline Holdings (Americas) Inc. |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • The company is a member of the MCCA, indicating its focus on recruiting, retaining, and promoting employees based on race | 229 | $1,165,068,791.97 | 0.0002 % | 0.1510 % | |
| Vertex Aerospace Services Corp. |  | N/A | 526 | $1,162,655,279.83 | 0.0004 % | 0.1507 % | |
| AM General LLC |  | AM General supports DEI within its business practices | 1,947 | $1,133,227,521.41 | 0.0016 % | 0.1468 % | |
| Marinette Marine |  | N/A | 23 | $1,128,371,496.64 | 0.0000 % | 0.1462 % | |
| National Security Technology Accelerator (NSTXL) |  | N/A | 336 | $1,120,559,552.63 | 0.0003 % | 0.1452 % | |
| AECOM |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology | 1,756 | $1,114,301,261.95 | 0.0015 % | 0.1444 % | |
| Mission Support and Test Services |  | • The company has a history of divisive corporate policies and practices. However, in 2021, the company stopped publishing its Diversity Plan report, which provided information about its diversity and affirmative action policies and practices. To date, the company has not publicly addressed this change, leaving shareholders without clarity regarding the company’s reasoning or future direction • The company has a history of divisive corporate policies and practices. However, in 2021, stopped publishing its Diversity Plan report, which provided information about its diversity practices. To date, the company has not publicly addressed this change, leaving shareholders without clarity regarding the company’s reasoning or future direction | 41 | $1,113,406,094.67 | 0.0000 % | 0.1443 % | |
| Valero Energy Corporation |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies | 259 | $1,064,116,842.54 | 0.0002 % | 0.1379 % | |
| Savannah River Nuclear Solutions |  | N/A | 81 | $1,061,150,560.07 | 0.0001 % | 0.1375 % | |
| The Geo Group |  | N/A | 515 | $1,045,194,772.87 | 0.0004 % | 0.1354 % | |
| Olin |  | N/A | 72 | $1,038,767,650.12 | 0.0001 % | 0.1346 % | |
| Argonne National Laboratory |  | The company supports DEI within its business practices | 36 | $1,026,717,545.41 | 0.0000 % | 0.1330 % | |
| B.L. Harbert Holdings, L.L.C. |  | N/A | 280 | $1,015,226,612.24 | 0.0002 % | 0.1316 % | |
| Chemonics International Inc |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • The company's CEO Jamey Butcher signed the CEO Action for Diversity & Inclusion pledge, which includes a commitment to promote DEI through bias education training in the workplace | 146 | $1,010,818,294.96 | 0.0001 % | 0.1310 % | |
| BP |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • The company appears to prioritize diversity over merit in its leadership composition | 1,053 | $1,002,758,142.15 | 0.0009 % | 0.1299 % | |
| FCN Inc |  | N/A | 3,213 | $994,196,726.08 | 0.0027 % | 0.1288 % | |
| Caddell Construction |  | • The company has a history of divisive corporate practices. However, in 2024, the company removed DEI language from its Year in Review report. To date, the company has not publicly addressed this change, leaving shareholders without clarity regarding the company’s reasoning or future direction | 111 | $979,301,026.93 | 0.0001 % | 0.1269 % | |
| Rolls-Royce Holdings plc |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology | 1,459 | $978,368,459.37 | 0.0012 % | 0.1268 % | |
| TRC Group |  | N/A | 2,264 | $960,759,845.49 | 0.0019 % | 0.1245 % | |
| Oracle Corporation |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • Employees must attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology • Its "Corporate Scholars Program" bars applicants based on race, excluding White or Asian applicants • Cerner's former CEO Brent Shafer signed the CEO Action for Diversity & Inclusion pledge, which includes a commitment to promote DEI through bias education training in the workplace | 123 | $950,578,448.41 | 0.0001 % | 0.1232 % | |
| Minburn Technology |  | N/A | 932 | $926,926,212.33 | 0.0008 % | 0.1201 % | |
| Four Points Technology |  | N/A | 1,973 | $919,366,907.33 | 0.0016 % | 0.1191 % | |
| M1 Support Services, L.P. |  | N/A | 177 | $904,329,869.14 | 0.0002 % | 0.1172 % | |
| KBR Technical Services Inc | | • KBR’s CEO Stuart Bradie signed the CEO Action for Diversity & Inclusion pledge, which includes a commitment to promote DEI through bias education training in the workplace, strategize on DEI programs/initiatives with other signatories, and engage boards of directors when developing and evaluating DEI strategies | 573 | $893,058,042.54 | 0.0005 % | 0.1157 % |
*This table includes the United States government’s top 100 contractors in 2024 (excluding the “Government of Canada”) according to the System for Award Management (SAM), managed by the General Services Administration
**These are companies that have taken concrete steps to refocus on core business priorities (see: DEI Tracker)
***RAYTHEON/LOCKHEED MARTIN JAVELIN JV is a joint venture between RTX and Lockheed
Subsidiary data also reflects information from the parent company, where applicable.
GE was omitted from this report because it has since split into three independent companies (GE Healthcare, GE Vernova, and GE Aerospace).
Click here to see 2023 data.
Actions:
A count of individual contract-related transactions made by federal agencies, including new contracts, contract modifications, or the exercise of an option. It reflects the volume of activity, not financial size.
Dollars Obligated:
The amount of money a federal agency has legally committed to spend on a contract or contract modification. These commitments reflect a binding financial obligation, even if the money hasn’t been spent yet. It shows the financial scale of procurement activity.
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