Prudential Financial

Prudential Financial 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 (1)(2). The company is a signatory of the Principles for Responsible Investment, incorporating ESG issues into investment analysis, decision-making, and other business practices (3)(4). However, Prudential Financial has not canceled customers, suppliers, or vendors based on political views or religious beliefs (5).

Prudential Financial’s HRC 2025 CEI rating indicates the company will not donate to non-religious charities unless they embrace controversial sexual identity policies (1)(2). The company will not support “religious organizations” (3). Prudential likely uses Benevity as its charitable giving platform. Benevity vets charities according to the Southern Poverty Law Center’s Hate List, which includes mainstream libertarian, conservative, family, and religious advocacy organizations (4)(5)(6).

Prudential Financial’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 (1)(2). Internally, the company has also pledged to more heavily emphasize racial factors in its hiring strategies by instituting quotas and requiring hiring managers to undergo interview diversity training (3). Prudential introduced “cultural intelligence” training and unconscious bias training for its managers (4). The company’s Financial Chairman and CEO, Charles F. Lowrey, signed Catalyst’s Champions for Change pledge, indicating its support of DEI in its leadership composition through the establishment of gender and racial targets (5)(6). Prudential Financial is a signatory of the Gender & Diversity KPI Alliance, appearing to prioritize diversity over merit in its business structure through the establishment of gender and racial targets for its leadership composition and its support of DEI in its hiring and promotions (7)(8). The company does not provide viewpoint protections for its employees (9).

Prudential Financial’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 (1)(2). The company and some of its board members signed an amicus brief supporting the Supreme Court ruling affirming that gender identity is covered under the 1964 Civil Rights Act (3). Board members have also spoken out against state-level election security bills (4)(5). Prudential is a Ceres Network Member, committed to net zero carbon emissions by 2040 (6)(7). The company opposed various state and local legislation intended to protect parental rights, girls’ sports, bathroom facilities, and gendered spaces (8). In the wake of backlash against DEI, Prudential Financial stopped mentioning DEI modifiers in pay its annual 10-K filing. The company said leaders will “continue to be accountable for maintaining” diversity and inclusion (9). Prudential‘s CEO, Charles F. Lowrey, Jr., 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 (10)(11).

Prudential’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 (1)(2). The company has funded local LGBTQ advocacy groups and the Newark, New Jersey-based affiliate of the National Urban League (3)(4)(5). Prudential is a copper sponsor of Out & Equal (6). The company is a corporate partner of the National LGBT Chamber of Commerce (7). Otherwise, there are no publicly known cases of Prudential using corporate funds to advance ideological causes, organizations, or policies (8).

Prudential‘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). The company donated to the Equality PAC but has not lobbied for ideological purposes (3)(4)(5).