In July 2025, the Federal Communications Commission approved an $8 billion merger between Skydance and Paramount Global.

One condition stood out: CBS News, now under the merged company’s oversight, agreed to discontinue all formal DEI (diversity, equity, and inclusion) initiatives (Reuters, 2025).

While the media industry was the focal point, the implications are broader.

For companies that care about inclusive hiring and representation, the merger signaled a growing tension between internal values and external pressures, especially when regulation enters the conversation.

When Inclusion Becomes a Bargaining Chip

To move the deal forward, Skydance publicly committed to ending DEI programs within CBS News.

The company also agreed to oversight mechanisms around editorial practices, with FCC Chair Brendan Carr praising the move as a step toward “unbiased journalism” (TVTechnology, 2025).

In contrast, FCC Commissioner Anna Gomez raised concerns about government overreach and its chilling effect on workplace culture (Washington Post, 2025).

This wasn’t just a shift in PR. It was a legally enforceable change to internal company structure. And for DEI practitioners, it raised the question: What happens when inclusion becomes negotiable?

What Employers Should Take Away

Even if your company isn’t navigating a high-profile merger, the CBS case offers important lessons.

It’s a reminder that DEI isn’t just about values. It’s about infrastructure. If political pressure can pause your inclusion efforts, then it’s time to rethink how resilient your strategy really is.

1. Track metrics beyond optics.

Measuring funnel performance by identity:who’s applying, who’s advancing, who’s leaving—helps detect bias before it festers. This becomes essential when public commitments are constrained.

2. Create anonymous, protected feedback loops.

When DEI roles disappear, employees may feel unsafe speaking up. Anonymous reporting channels help keep psychological safety intact.

3. Build inclusion into standard HR processes.

Language in job descriptions, inclusive onboarding, and fair promotion practices should be embedded into policy, not added later as initiatives.

4. Reinforce values through leadership conversation.

Your leadership team should be equipped to talk about inclusion thoughtfully and consistently, especially in times of external pressure.

5. Document your internal commitments.

Public statements can shift. What matters is whether internal policies reflect inclusive practices. Clear documentation helps preserve that continuity.

A Turning Point for DEI Strategy

The CBS–Skydance deal is part of a larger pattern. DEI programs are increasingly being scrutinized, paused, or removed, not just for ideological reasons, but as part of business negotiations.

That makes one thing clear: inclusion strategies must be rooted deep enough to survive the weather.

Companies that invest in long-term equity, even when it’s not convenient, are the ones building cultures that last.

How Diversity.com Supports Inclusive Hiring

At Diversity.com, we know that inclusive hiring isn’t about lowering standards—it’s about raising the bar and removing outdated filters that limit potential.

That’s why we equip employers with the tools, strategies, and talent pipelines to build teams that are qualified, diverse, and forward-thinking—without compromising on excellence.

Whether you're refining your recruitment process, improving retention, or navigating new DEI challenges, we’re here to support your mission with real solutions and real results.

For Employers & HR Professionals:

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✔ Stay informed with expert DEI insights — Learn how to apply inclusive strategies without sacrificing performance.

For Job Seekers:

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✔ Create a free job seeker account — Apply confidently for jobs with companies that believe in equity.
✔ Understand Inclusive Hiring — Learn how DEI really works—and how it can work for you.

We don’t lower standards. We eliminate the barriers that keep talent hidden.

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Questions? Contact Us, and we'll walk you through it.

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Sources & References

• Reuters. (2025, July 10). US clears way for $8 billion Paramount-Skydance merger. https://www.reuters.com/sustainability/boards-policy-regulation/us-clears-way-8-billion-paramount-skydance-merger

• TVTechnology. (2025, July 9). Skydance to FCC: Paramount will end DEI, impose controls to ensure 'unbiased journalism'. https://www.tvtechnology.com/news/skydance-to-fcc-paramount-global-will-end-dei-impose-controls-to-ensure-unbiased-journalism

• HR Dive. (2025, July 8). Paramount promises to abstain from DEI programs to secure Skydance merger. https://www.hrdive.com/news/paramount-dei-skydance-merger/754113

• Washington Post. (2025, July 9). FCC Commissioner Anna Gomez warns of risks to press freedom in merger conditions. https://www.washingtonpost.com/business/2025/07/09/anna-gomez-paramount-merger-dissent/