Doximity

Doximity received a score of 100 on the 2026 Corporate Equality Index (CEI) from the Human Rights Campaign (HRC), a political stakeholder group. The company recruits employees based on sexual identity issues. The company discriminates against vendors that do not promote divisive sex and gender policies, indicating it prioritizes sexual issues over merit (1)(2)(3). The company received a score of 100 on the 2025 Corporate Equality Index (CEI) from the Human Rights Campaign (HRC), a political stakeholder group. The company recruits employees based on sexual identity issues. The company discriminates against vendors that do not promote divisive sex and gender policies, indicating it prioritizes sexual issues over merit (4)(5). Doximity integrates ESG into its business practices. From its Environmental, Social and Governance page: “At Doximity, we believe active management of environmental, social and governance (ESG) issues is fundamental to our mission of helping every physician be more productive so they can provide better care for their patients” (6). However, the company has not publicly canceled customers, suppliers, or vendors based on political views or religious beliefs (7).

Doximity’s HRC 2026 CEI rating indicates the company will not donate to non-religious charities unless they embrace controversial sexual identity policies (1)(2)(3). The company’s HRC 2025 CEI rating indicates the company will not donate to non-religious charities unless they embrace controversial sexual identity policies (4)(5). Doximity does not discriminate against charitable organizations based on views or beliefs. The company’s charitable giving focus areas are to “fund[s] flights for physicians, advanced nurse practitioners and physician assistants to go on domestic and international global health trips, where they can make a sustainable impact on patients’ lives” (6).

Doximity’s HRC 2026 CEI rating indicates the company forces employees to attend at least one, controversial training on gender identity, sexual orientation, transgender issues, and divisive racial ideology. The company provides gender transition guidelines for its employees and a specific benefits guide with a comprehensive explanation of transgender services funded by the company (1)(2)(3). The company’s HRC 2025 CEI rating indicates the company forces employees to attend multiple, controversial trainings on gender identity, sexual orientation, transgender issues, and divisive racial ideology. The company provides gender transition guidelines for its employees and a specific benefits guide with a comprehensive explanation of transgender services funded by the company (4)(5). Doximity requires its employees to take DEI training(6). The company appears to prioritize diversity over merit in its recruitment. From its Environmental, Social and Governance page: “Diversifying our job boards and establishing strategic recruiting partnerships focused on improving diversity in tech” (7). The company does not provide viewpoint protections for its employees (8)(9).

Doximity’s HRC 2026 CEI rating indicates the company potentially agrees to allow a controversial stakeholder group focused on sexual identity issues to dictate marketing or advertising strategy. By doing so, the company risks dividing employees, alienating customers and harming shareholders (1)(2)(3). The company’s HRC 2025 CEI rating indicates the company agrees to allow a controversial stakeholder group focused on sexual identity issues to dictate marketing or advertising strategy. By doing so, the company risks dividing employees, alienating customers and harming shareholders (4)(5). Doximity opposed various state and local legislation intended to protect parental rights, girls’ sports, bathroom facilities, and gendered spaces (6)(7). The company signed an open letter endorsing the Equality Act, a contentious proposal to amend the 1964 Civil Rights Act by adding sexual orientation and so-called gender identity as protected categories. The legislation would, among other implications, grant biological men access to women-only spaces such as sports teams and public restrooms, and compel healthcare providers to deliver sex-denying healthcare (8). Doximity supports DEI within its business practices, employing an Associate Director for Diversity, Equity and Inclusion (9). The company supports DEI within its business practices. From its Environmental, Social and Governance page: “We believe creating transparency and accountability is key to building trust with our employees and further embedding DEIB into our culture” (10). Doximity supports ESG within its business practices. From its Environmental, Social and Governance page: “Since our founding, we have been focused on ESG issues related to product impact, people, information security and privacy, and business ethics. Our ESG working group, with management and board support, is building on our previous work to refine Doximity’s overall ESG approach, identify any additional areas of focus, and find ways we can continue improving our programs and increase our impact” (11).

Doximity’s HRC 2026 CEI rating indicates the company covers transgender related costs for its employees and their children, including paid short-term leave, puberty blockers, cross-sex hormones, chest surgeries, genital surgeries, medical visits, lab monitoring, and mental health benefits. The company also covers at least five of the following services: reconstructive hair removal, cosmetic hair removal, tracheal shave or reduction, facial surgeries, voice modification surgery, voice modification therapy, lipoplasty or filling for body masculinization or feminization, and travel and lodging expenses. Additionally, the company has potentially pledged philanthropic support of at least one organization or event that promotes sex and gender ideology. By allowing a political stakeholder group to dictate operations, the company increases health care costs and risks dividing employees, alienating customers and harming shareholders (1)(2)(3)(4). The company’s HRC 2025 CEI rating indicates the company covers transgender related costs for its employees and their children, including paid short-term leave, puberty blockers, cross-sex hormones, chest surgeries, genital surgeries, medical visits and lab monitoring, travel and lodging. Additionally, the company has pledged philanthropic support of at least one organization or event that promotes sex and gender ideology. By allowing a political stakeholder group to dictate operations, the company increases health care costs and risks dividing employees, alienating customers and harming shareholders (5)(6). Doximity is a sponsor of Out in Tech, an LGBTQ-focused nonprofit that advances DEI-style inclusion initiatives that aim to increase LGBTQ+ representation in the technology industry through recruiting, workforce development and networking initiatives. The organization partners with corporations to advance LGBTQ+ inclusion initiatives and integrate LGBTQ+ representation goals into talent development and employee engagement strategies (7)(8)(9)(10). Otherwise, there are no publicly known cases of the company using corporate funds to advance ideological causes, organizations, or policies (11).

Doximity‘s HRC 2025 CEI rating indicates the company publicly advocated for controversial sex and gender ideology through local, state or federal legislation or initiatives. By allowing a political stakeholder group to dictate operations, the company risks dividing employees, alienating customers and harming shareholders (1)(2). Doximity does not operate a PAC or engage in lobbying at this time (3)(4)(5).