Government Contractors
This table tracks important information for the United States government’s top 100 contractors, including their Corporate Bias Rating, total number of actions, and dollars obligated.
Total Contracts:
$431,069,013,251.07
Total Actions:
39,433,021
| Company | Logo | CBR Risk Rating | DEI Actions | Number of Actions | Dollars Obligated | % Total Actions | % Total Dollars |
|---|---|---|---|---|---|---|---|
| Lockheed Martin |  |  | • 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 • 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 • 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 | 44,155 | $ 70,846,396,691.20 | 0.0733 % | 9.1850 % |
| RTX |  | | • 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 • There are multiple reports that Raytheon incorporates critical race theory into mandatory employee training • 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 | 26,017 | $ 31,337,596,573.20 | 0.0432 % | 4.0628 % |
| General Dynamics |  |  | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies | 12,340 | $ 26,920,544,168.00 | 0.0205 % | 3.4902 % |
| Boeing |  | | • 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 • Emphasizes racial diversity in its hiring practices | 24,287 | $ 23,759,376,505.30 | 0.0403 % | 3.0803 % |
| Northrop Grumman |  | | • 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 • 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 • 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 | 10,670 | $ 17,380,478,308.30 | 0.0177 % | 2.2533 % |
| 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 | 17,155,225 | $ 16,220,323,256.30 | 28.4702 % | 2.1029 % |
| Leidos |  | | • 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 | 18,081 | $ 10,808,359,973.00 | 0.0300 % | 1.4013 % |
| Huntington Ingalls Industries (HII) |  | | • 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 | 3,048 | $ 10,290,313,228.70 | 0.0051 % | 1.3341 % |
| McKesson |  | | • 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 developed a curriculum that “confronts impact of unconscious bias and mitigate it” | 61,571 | $ 10,246,679,904.80 | 0.1022 % | 1.3285 % |
| TriWest Healthcare Alliance |  |  | N/A | 2,942,719 | $ 7,984,754,268.12 | 4.8836 % | 1.0352 % |
| Humana |  | | • 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 • 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 • 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 | 219 | $ 7,914,316,363.70 | 0.0004 % | 1.0261 % |
| L3Harris Technologies |  | | • 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 • The company required all its U.S. employees complete unconscious bias training in 2020 • 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 | 8,475 | $ 7,903,939,123.34 | 0.0141 % | 1.0247 % |
| BAE Systems |  | | • 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 | 7,977 | $ 7,707,517,292.98 | 0.0132 % | 0.9993 % |
| Honeywell International |  | | • Lawsuits were filed against the company by a former employee who claimed he was fired for refusing to take mandatory critical race theory training for employees • 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 | 3,636 | $ 7,491,390,008.07 | 0.0060 % | 0.9712 % |
| Booz Allen Hamilton |  | | • 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 | 5,273 | $ 7,477,235,506.46 | 0.0088 % | 0.9694 % |
| SAIC (Science Applications International Corporation) |  | | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies • The company requires all its employees complete unconscious bias training | 344,536 | $ 5,958,350,776.62 | 0.5718 % | 0.7725 % |
| Analytic Services Inc. (Anser) |  | | N/A | 1,301 | $ 5,308,508,923.41 | 0.0022 % | 0.6882 % |
| Atlantic Diving Supply |  | | • ADS appears to prioritize diversity over merit in its hiring | 90,187 | $ 4,615,810,604.36 | 0.1497 % | 0.5984 % |
| Triad National Security |  | | N/A | 35 | $ 4,578,543,066.01 | 0.0001 % | 0.5936 % |
| Amentum |  | | • The company has a DEI Council that champions DEI initiatives across the business • Discriminates against vendors that do not promote divisive sex and gender policies | 2,697 | $ 4,406,339,286.70 | 0.0045 % | 0.5713 % |
| Fluor 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 • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies | 350 | $ 4,381,001,036.83 | 0.0006 % | 0.5680 % |
| General Electric |  | | • 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 | 6,375 | $ 4,361,937,639.88 | 0.0106 % | 0.5655 % |
| CACI |  | | N/A | 2,758 | $ 4,134,786,048.46 | 0.0046 % | 0.5361 % |
| Peraton |  | | N/A | 2,669 | $ 3,841,649,740.28 | 0.0044 % | 0.4981 % |
| Deloitte Touche Tohmatsu Limited (DTTL) |  | | • Deloitte’s PGLE membership reflects its commitment to vet business partners based on LGBTQ+ policies • 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 • 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 • 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 | 3,177 | $ 3,711,875,824.60 | 0.0053 % | 0.4812 % |
| Centene |  | | • 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 | 92 | $ 3,601,320,374.47 | 0.0002 % | 0.4669 % |
| Bechtel Corporation |  | | • Discriminates against vendors that do not promote divisive sex and gender policies | 181 | $ 3,598,261,413.06 | 0.0003 % | 0.4665 % |
| Consolidated Nuclear Security |  | | N/A | 33 | $ 3,329,130,100.56 | 0.0001 % | 0.4316 % |
| Jacobs Solutions |  | | • Signatory of the Orlando Economic Partnership’s DEI pledge, committing itself to fight systemic racism, prioritize the success of diverse people in its workplace, and ensure DEI “is a strategic imperative with demonstrated commitment and actions” • 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 | 4,159 | $ 3,214,018,099.34 | 0.0069 % | 0.4167 % |
| Pfizer |  | | • 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 • 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 • Pfizer offers training on conscious inclusion, unconscious bias, and allyship • 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 | 831 | $ 3,206,919,976.48 | 0.0014 % | 0.4158 % |
| SpaceX |  | | N/A | 320 | $ 3,188,290,937.47 | 0.0005 % | 0.4134 % |
| Dell Technologies |  | | • 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 • 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 • 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 | 3,133 | $ 3,061,153,469.68 | 0.0052 % | 0.3969 % |
| Accenture |  | | • Accenture had a history of divisive employment policies. However, in February 2025, Accenture announced the end of its DEI goals. | 1,874 | $ 2,973,610,182.01 | 0.0031 % | 0.3855 % |
| Lawrence Livermore National Security |  | | • LLNS has received the DEI Leadership Bronze award from the California Bar | 28 | $ 2,966,113,061.61 | 0.0001 % | 0.3846 % |
| California Institute of Technology |  | | • Caltech supports DEI within its business practices, employing a DEI Center | 1,801 | $ 2,949,568,245.40 | 0.0030 % | 0.3824 % |
| UT-Battelle |  | | N/A | 39 | $ 2,712,833,476.08 | 0.0001 % | 0.3517 % |
| Savannah River Nuclear Solutions |  | | N/A | 39 | $ 2,539,872,121.68 | 0.0001 % | 0.3293 % |
| General Atomics Aeronautical Systems |  | | • General Atomics appears to prioritize diversity over merit in its recruitment and hiring | 1,001 | $ 2,365,302,022.73 | 0.0017 % | 0.3067 % |
| Battelle Memorial Institute DBA Battelle |  | | • 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 | 1,095 | $ 2,295,854,020.82 | 0.0018 % | 0.2977 % |
| 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 | 1,250 | $ 2,260,740,590.57 | 0.0021 % | 0.2931 % |
| Cencora |  | | • AmerisourceBergen provides Diversity and Inclusion leaders for help training in unconscious bias • 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 | 236,948 | $ 2,239,370,143.93 | 0.3932 % | 0.2903 % |
| Battelle Memorial Institute DBA Battelle | | | • 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 | 34 | $ 2,234,871,133.69 | 0.0001 % | 0.2897 % |
| VECTRUS Federal Service GmbH |  | | N/A | 1,367 | $ 2,222,788,150.42 | 0.0023 % | 0.2882 % |
| KBR |  | | • KBR appears to prioritize diversity over merit in its recruitment, leadership composition, supply chain, and mentorship program • 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 hosts a DEI Council | 2,526 | $ 2,199,443,965.44 | 0.0042 % | 0.2852 % |
| Cencora | | | • AmerisourceBergen provides Diversity and Inclusion leaders for help training in unconscious bias • 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 | 227,630 | $ 2,140,033,104.94 | 0.3778 % | 0.2775 % |
| Merck |  | | • 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 • 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 | 107 | $ 2,073,093,199.89 | 0.0002 % | 0.2688 % |
| The Johns Hopkins University |  | | • Johns Hopkins University appears to prioritize diversity over merit in its recruitment and leadership composition • The university requires its employees to take implicit bias and anti-racism training • The university supports DEI within its business practices, employing a DEI Officer, hosting a Diversity Leadership Council, and hosting a Center for Diversity and Inclusion | 2,731 | $ 2,068,040,514.30 | 0.0045 % | 0.2681 % |
| Oshkosh Corporation |  | | • The company has racial and gender quotas, prioritizing diversity over merit in its hiring and leadership compensation • Oshkosh has an unconscious bias training program and hosts a DE&I Council • 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 | 19,364 | $ 2,043,479,762.32 | 0.0321 % | 0.2649 % |
| Textron |  | | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies | 2,866 | $ 2,005,101,883.65 | 0.0048 % | 0.2600 % |
| Maximus |  | | • Maximus supports DEI within its business practices, employing a DEI Officer and Council • 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 | 482 | $ 1,928,341,280.38 | 0.0008 % | 0.2500 % |
| StoneX Group |  | | N/A | 419 | $ 1,686,335,704.28 | 0.0007 % | 0.2186 % |
| Idemitsu Kosan |  | | • Idemitsu Kosan requires its employees to take unconscious bias and inclusion training • The company appears to prioritize diversity over merit in its business structure through the establishment of gender targets for its recruitment and leadership composition • The company hosts a DEI committee | 248 | $ 1,679,632,595.59 | 0.0004 % | 0.2178 % |
| California State Controller |  | | N/A | 1,571 | $ 1,671,659,824.65 | 0.0026 % | 0.2167 % |
| Leonardo S.p.A. |  | | N/A | 2,109 | $ 1,486,133,976.33 | 0.0035 % | 0.1927 % |
| Parsons |  | | • Parsons appears to prioritize diversity over merit in its supply chain • Parsons hosts a DEI Council • 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 | 1,323 | $ 1,453,954,325.66 | 0.0022 % | 0.1885 % |
| FedEx |  | | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies | 17,910,622 | $ 1,436,531,360.12 | 29.7238 % | 0.1862 % |
| Massachusetts Institute of Technology (MIT) |  | | • MIT appears to prioritize diversity over merit in its recruitment and hiring • The university offers diversity and inclusion workshops to the community • The university supports DEI within its business practices, employing a DEI Director | 617 | $ 1,410,798,400.53 | 0.0010 % | 0.1829 % |
| Sierra Nevada Corporation |  | | N/A | 875 | $ 1,397,954,338.53 | 0.0015 % | 0.1812 % |
| Arctic Slope Regional Corporation |  | | N/A | 2,971 | $ 1,393,029,630.37 | 0.0049 % | 0.1806 % |
| Chemonics International |  | | • Chemonics offers unconscious bias and microaggression training to its leadership • The company also created an “Inclusive Language and Imagery Guide” to support its associates on more inclusive communication materials • 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 | 257 | $ 1,381,442,389.98 | 0.0004 % | 0.1791 % |
| Carahsoft |  | | N/A | 3,431 | $ 1,363,730,726.90 | 0.0057 % | 0.1768 % |
| Microsoft |  | | • Microsoft’s Research PhD Fellowship restricts applicants based on race, limiting the number of White and Asian Applicants • 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 | 559 | $ 1,362,721,053.11 | 0.0009 % | 0.1767 % |
| Huntington Ingalls Industries (HII) | | | • 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 | 1,105 | $ 1,301,516,071.18 | 0.0018 % | 0.1687 % |
| Alliance for Sustainable Energy |  | | N/A | 54 | $ 1,288,629,761.12 | 0.0001 % | 0.1671 % |
| BL Harbert |  | | N/A | 217 | $ 1,280,645,088.37 | 0.0004 % | 0.1660 % |
| AT&T |  | | • 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 | 14,218 | $ 1,278,955,221.97 | 0.0236 % | 0.1658 % |
| The Aerospace 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 | 475 | $ 1,272,370,725.61 | 0.0008 % | 0.1650 % |
| KBR | | | • KBR appears to prioritize diversity over merit in its recruitment, leadership composition, supply chain, and mentorship program • 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 hosts a DEI Council | 423 | $ 1,246,008,557.03 | 0.0007 % | 0.1615 % |
| 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 | 1,887 | $ 1,201,125,991.55 | 0.0031 % | 0.1557 % |
| Weston Solutions Holdings, Inc. |  | | • Weston Solutions Holdings appears to prioritize diversity over merit in its recruitment, hiring, and supply chain • The company offers “diversity and inclusion” training to its employees • Weston Solutions hosts a DEI Council | 495 | $ 1,183,109,488.18 | 0.0008 % | 0.1534 % |
| Valero Energy |  | | • Recruits employees based on sexual identity issues • Discriminates against vendors that do not promote divisive sex and gender policies | 190 | $ 1,165,966,340.21 | 0.0003 % | 0.1512 % |
| United Launch Alliance |  | | • 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 | 122 | $ 1,145,664,924.84 | 0.0002 % | 0.1485 % |
| AM General LLC |  | | • AM General appears to prioritize diversity over merit in its leadership composition | 1,913 | $ 1,144,508,375.91 | 0.0032 % | 0.1484 % |
| Rolls-Royce Holdings |  | | • Discriminates against vendors that do not promote divisive sex and gender policies • Rolls-Royce appears to prioritize diversity over merit in its recruitment, hiring, leadership composition, and mentorship program • The company hosts a D&I Council | 1,663 | $ 1,139,452,987.82 | 0.0028 % | 0.1477 % |
| Noble Sales Co., Inc. |  | | N/A | 169,139 | $ 1,136,019,734.01 | 0.2807 % | 0.1473 % |
| Pacific Architects and Engineers LLC (PAE Engineers) |  | | • The company hosts a DEI Committee | 1,461 | $ 1,124,242,804.46 | 0.0024 % | 0.1458 % |
| Deployed Resources |  | | N/A | 126 | $ 1,116,231,183.70 | 0.0002 % | 0.1447 % |
| IBM |  | | • IBM had a history of divisive policies, including discriminatory hiring practices and internships but in April 2025 pledged to refocus on business • IBM 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, and stop using the term LatinX | 912 | $ 1,113,019,548.27 | 0.0015 % | 0.1443 % |
| CGI |  | | • CGI Federal appears to prioritize diversity over merit in its recruitment • The company appears to prioritize diversity over merit in its business structure through the establishment of gender targets for its leadership composition • 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 | 947 | $ 1,105,819,901.92 | 0.0016 % | 0.1434 % |
| BP (The British Petroleum Co. 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 | 2,739 | $ 1,089,670,199.78 | 0.0046 % | 0.1413 % |
| National Security Technology Accelerator (NSTXL) |  | | N/A | 245 | $ 1,046,254,058.52 | 0.0004 % | 0.1356 % |
| ManTech |  | | • Mantech International supports DEI within its business practices | 1,040 | $ 1,039,325,920.03 | 0.0017 % | 0.1348 % |
| Vertex Aerospace |  | | N/A | 1,549 | $ 1,019,792,593.71 | 0.0026 % | 0.1322 % |
| The Geo Group |  | | • The GEO Group appears to prioritize diversity over merit in its recruitment, hiring and leadership composition • The company offers diversity training to its employees | 404 | $ 1,011,894,773.26 | 0.0007 % | 0.1312 % |
| Tetra Tech, Inc. |  | | • Tetra Tech appears to prioritize diversity over merit in its recruitment, leadership composition, supply chain, mentorship program • Tetra Tech hosts a DEI Council • “Diversity, equity, and inclusion (DEI) are among Tetra Tech’s core values” | 2,234 | $ 1,005,265,113.94 | 0.0037 % | 0.1303 % |
| Patriot Team |  | | N/A | 1,368 | $ 1,003,686,928.69 | 0.0023 % | 0.1301 % |
| FCN |  | | N/A | 3,261 | $ 999,305,598.77 | 0.0054 % | 0.1296 % |
| Porter Novelli Public Services Inc. |  | | N/A | 323 | $ 998,937,473.77 | 0.0005 % | 0.1295 % |
| W. S. Darley & Co |  | | • Darley supports DEI within its business practices | 3,979 | $ 967,606,808.33 | 0.0066 % | 0.1255 % |
| Global Ordnance LLC |  | | N/A | 30 | $ 964,027,730.30 | 0.0001 % | 0.1250 % |
| Bell Textron Inc. |  | | • Textron, the parent company of Bell Textron, appears to prioritize diversity over merit in its recruitment, hiring, and supply chain | 2,964 | $ 947,186,175.58 | 0.0049 % | 0.1228 % |
| H.I.G. Capital |  | | N/A | 1,614 | $ 883,612,103.00 | 0.0027 % | 0.1146 % |
| UnitedHealth Group |  | | • UnitedHealth Group appears to prioritize diversity over merit in its leadership composition • UnitedHealth hosts a Global Diversity, Equity, and Inclusion (DEI) Office and an Advancing Diversity, Equity, and Inclusion Board • 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 | 441 | $ 876,552,394.16 | 0.0007 % | 0.1136 % |
| Parsons | | | • Parsons appears to prioritize diversity over merit in its supply chain • Parsons hosts a DEI Council • 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 | 222 | $ 861,183,473.04 | 0.0004 % | 0.1117 % |
| M1 Support Services |  | | N/A | 156 | $ 849,116,021.92 | 0.0003 % | 0.1101 % |
| National Security Technology Accelerator (NSTXL) | | | N/A | 114 | $ 846,783,790.23 | 0.0002 % | 0.1098 % |
| GlaxoSmithKline (GSK) |  | | • 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 | 155 | $ 843,374,597.64 | 0.0003 % | 0.1093 % |
| ThunderCat Technology |  | | N/A | 2,125 | $ 842,651,114.63 | 0.0035 % | 0.1093 % |
*This table includes the United States government’s top 100 contractors in 2023 (excluding the “Government of Canada” and the “Government of Japan”) 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)
***AmerisourceBergen rebranded as Cencora in August 2023
Subsidiary data also reflects information from the parent company, where applicable.
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.
If you have any corrections to this information, please email [email protected].
Materials are intended for educational use only and use publicly available information. Full Disclaimer .