Teradata Corp.

Teradata 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). Teradata integrates ESG into its business practices. From its 2025 ESG Report: “The council receives ESG pillar updates and briefings on the ESG
landscape, advises on program commitments, goals, risks, and opportunities, and integrates ESG strategies into respective organizations and functions” and “Responsible
supply chain: Embedded ESG into procurement processes, including onboarding, contracts, and requests for proposals (RFPs), reinforcing expectations on ethics, labor standards, climate action, and governance” (6). The company promotes divisive sex and gender policies. Its Code of Conduct requires international vendors to include sexual orientation and gender identity in their nondiscrimination policy (7). However, Teradata has not publicly canceled customers, suppliers, or vendors based on political views or religious beliefs (8).

Teradata’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). However, Teradata does not appear to discriminate against religious organizations based on views or beliefs (6)(7).

Teradata’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). Teradata requires its employees to take DEI training (6). The company appears to prioritize diversity over merit in its leadership composition and supply chain. From its 2023 ESG Report: “We refreshed our hiring policies and practices to enhance the diversity of
our pipeline for leadership positions, as measured by goals for greater representation
from underrepresented groups” and “Teradata seeks to strengthen its supply chain by increasing its diverse vendor base — comprising minorities, women, veterans, LGBTQ+
community members, historically underutilized business zones, and small businesses. Our Supplier Diversity Policy affirms maximum
opportunity for certified diverse suppliers to provide products and services to Teradata” (7). Teradata has a history of divisive corporate policies and practices. However, in 2024, the company removed DEI language and policies] from its ESG Report. To date, the company has not publicly addressed this change, leaving shareholders without clarity regarding the company’s reasoning or future direction (8). The company does not provide viewpoint protections for its employees (9).

Teradata’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). Teradata’s CEO, Steve McMillan, 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 (6)(7). The company is committed to net zero emissions by 2050 (8). Teradata supports DEI within its business practices, hosting a DEI Advisory Board (9). The company supports ESG within its business practices. From its 2025 ESG Report: “ESG is a company-wide effort that touches all of us, reflecting the broad talent and commitment within our workforce” (10). Teradata supports DEI within its business practices. From its 2023 ESG Report: “Diversity, equity, and inclusion (DEI) continues to support our culture and business” (11). The company has a history of divisive corporate policies and practices. However, in 2024, the company removed DEI language from its ESG Report. To date, the company has not publicly addressed this change, leaving shareholders without clarity regarding the company’s reasoning or future direction (12).

Teradata’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). Teradata “committed $100K in matching funds to support organizations advancing social justice, human rights and equality” (7). Otherwise, there are no publicly known cases of the company using corporate funds to advance ideological causes, organizations, or policies (8).

Teradata’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 does not operate a PAC or report on its lobbying at this time (3)(4)(5).