Respecting diverse religious views allows Dell Technologies (“Dell”) to attract the most qualified talent, promote an inclusive business culture, and fully engage its employees. One proven way to do this is by supporting employee philanthropy to a wide variety of charities that reflect employees’ diverse interests. 60% of employees say that this gives them a greater sense of purpose at work.¹ Ninety seven percent of employees want flexibility in where and how they give to causes they care about.² Yet 30% of employee donors say they do not give through workplace programs because the causes they care about are not made available by the employer.³ Excluding some religious charities from gift match programs is driving much of this deficit. 37% of Americans give to religious organizations.⁴ They are among the largest recipients of donations. Religious charities serve every vulnerable population, from prisoners to orphans and the homeless, have large footprints in healthcare and education, and provide all kinds of humanitarian relief both domestically and abroad. Yet the 2025 edition of the Viewpoint Diversity Score Business Index found that 58% of scored companies exclude or threaten to exclude religious organizations from their employee match programs.⁵ This includes Dell, which uses a third party platform, Benevity, to process donations for its employee gift match program.⁶ While not a blanket ban on donations to all religious charities, Benevity engages in discrimination by using the discredited Southern Poverty Law Center’s hate map to screen out mainstream charities such as Alliance Defending Freedom, Focus on the Family, Turning Point USA, Moms for Liberty, and other Christian organizations.⁷ Recent Supreme Court decisions in Groff v. DeJoy and Muldrow v. City of St. Louis, as well as EEOC guidance⁸, make clear that religious protections extend to all terms, conditions, and privileges of employment, including benefit programs. A recent memo from the White House Office of Personnel Management on religious liberty in the workforce⁹ also signals a growing awareness of the need for employers to take affirmative steps to robustly protect and promote religious liberty in the workplace. Some companies are responding to this shift. In January 2025, for example, Verizon updated its gift match policy to allow employee donations to religious institutions to be matched on equal terms.¹⁰ Morgan Stanley also recently disclosed similar gift match policies.¹¹ Dell should review its gift match policy, including the screening functions utilized by Benevity, to ensure that the SPLC’s discriminatory hate map is no longer relied on, and that Dell’s gift match program supports religious freedom and expression in its workforce.