Ziff Davis

Ziff Davis 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). Ziff Davis integrates ESG into its business practices. From its 2024 ESG Report: “The Committee also has oversight of compensation programs
for executive officers and directors. These programs include equity-based incentives and bonus plans, which include bonus plans for certain senior executives tied to meeting goals related to environmental, social, and governance (ESG) issues such as achieving targets for environmental management” (6). However, the company has not canceled customers, suppliers, or vendors based on political views or religious beliefs (7).

Ziff Davis’ 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). Ziff Davis does not appear to discriminate against charitable organizations based on views or beliefs (6).

Ziff Davis’ 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). Ziff Davis requires its employees to take bias training (6). The company offers allyship and anti-racism training to its employees (7). Ziff Davis appears to prioritize diversity over merit in its recruitment. From its 2024 DEI Report: “Recruiting establishes partnerships with diversity job boards and aids HR teams in hiring diverse talent” (8). The company appears to prioritize diversity over merit in its hiring. From its 2024 DEI Report: “The first step in hiring the best talent is to build and strengthen our pipeline of incoming candidates. This strategy seeks to ensure steady gains over time, rather than quick fixes. We made a concerted effort on several diversity hiring initiatives that successfully increased diversity within in the pipeline” (9). Ziff Davis does not provide viewpoint protections for its employees (10).

Ziff Davis’ 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). Ziff Davis 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). Ziff Davis signed the Texas Competes Pledge, a non profit dedicated “to provide a unified voice for the Texas business community on the clear economic benefits of a Texas that offers fair treatment to all people regardless of their sexual orientation, gender, or sex” (9)(10). The company is aligned with the Paris Agreement, which entails a commitment to net zero carbon emissions by 2050 (11). Ziff Davis supports DEI within its business practices, employing a DEI Council (12). The company supports DEI within its business practices. From its 2024 DEI Report: “we took a thoughtful and strategic approach to continue to evaluate and refine our existing Diversity, Equity, and Inclusion (DEI) initiatives at Ziff Davis and explore new opportunities to fuel future growth and progress. We focused on strengthening the foundation of our DEI initiatives, ensuring they are impactful, inclusive, and aligned with our values” (13). Ziff Davis supports ESG within its business practices. From its 2024 ESG Report: “Ziff Davis’ ESG initiatives focus on our Five Pillars of Purpose: Diversity, Equity and Inclusion (DEI); Environmental Sustainability; Community; Data Privacy and Security; and Governance. As part of our extensive corporate governance and risk management programs, our Board of Directors closely oversees our ESG strategies and goals” (14).

Ziff Davis’ 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). In 2024, Ziff Davis pledged $1.8 million in ad space to multiple organizations, including The Trevor Project (7). The company donated almost $4.4 million to organizations combatting racism, including Race Forward (8). Ziff Davis’ charitable giving program supported multiple LGBTQ organizations, including 2SLGBTQIA+ crisis centers (9). The company 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 (10)(11)(12)(13). Otherwise, there are no publicly known cases of Ziff Davis using corporate funds to advance ideological causes, organizations, or policies (14).

Ziff Davis’ 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).