WASHINGTON — President Donald Trump’s recent directives aimed at dissolving the government’s initiatives on diversity, equity, and inclusion (DEI) signify a major shift in the country’s approach. These orders are set to overturn years of policy that shaped the federal workforce as well as broader practices within the private sector to enhance diversity and inclusion.
Trump, just days into his second presidential term, appears determined to leverage the full authority of his office to deliver on a longstanding campaign promise, steering the nation away from diversity promotion towards a strict merit-based system.
In a swift move following his inauguration, the president signed an executive order abolishing DEI programs within the federal government. He and other conservatives have long criticized these programs as forms of discrimination. On the following Tuesday, his administration mandated the cessation of affirmative action in federal contracting, a practice that was originally introduced by President Lyndon Johnson. There is also a push to place all federal employees involved in DEI initiatives on paid leave, leading to eventual layoffs.
This campaign is a continuation of Trump’s efforts from his previous term and draws on similar tactics used by former President Joe Biden, who sought to embed DEI programs into the fabric of federal contracting and grant processes. Biden’s supporters have framed these initiatives as vital for ensuring the inclusion of historically marginalized populations, whereas Trump argues that they result in discrimination and seeks to revert to hiring based solely on merit.
Everett Kelley, the national president of the American Federation of Government Employees, asserts that government hiring already emphasizes merit. He noted that the federal workforce is representative of the diverse nation it serves and boasts the lowest gender and racial pay disparities in the country. Kelley condemned Trump’s actions as a facade for terminating civil service positions and jeopardizing the integrity and impartiality of the civil service, suggesting that it would transform federal employees into mere supporters of the president rather than upholders of the Constitution.
Trump’s executive order also instructs federal agencies to formulate strategies aimed at discouraging DEI initiatives in both the private sector and academia. Furthermore, it outlines the potential for civil compliance investigations against those initiatives, representing a clear effort to intimidate DEI programs nationwide. This measure positions these programs under scrutiny, with the implication that even lawful efforts may invoke federal inspections.
Changes in federal priorities with the transition between different political administrations are commonplace. However, the abruptness of the earlier acceptance of DEI initiatives and the organized efforts under Trump to dismantle them are notable. During the end of his first term, Trump attempted to prohibit federal contractors from engaging in corporate diversity practices. Biden promptly rescinded that order upon taking office, enacting two executive orders to reinforce awareness of bias and discrimination across federal operations and workplaces.
Mike Gonzalez, a senior fellow at a conservative think tank, recalled the significant impact of Biden’s executive order, asserting it shaped the direction of his administration. He emphasized that Trump’s reversal of such policies conveys a powerful statement. Gonzalez has expressed strong opposition to DEI initiatives encouraged across various sectors, labeling them as harmful, degrading, and contrary to the principles enshrined in the Civil Rights Act and the 14th Amendment. He critiques Biden’s approach to DEI as misguided, reflecting on societal precedents where race-based hiring was deemed unacceptable.
Public sentiment reveals a consensus that being white and male can facilitate advancement in the U.S., while being Black is seen as a disadvantage, according to a 2023 Pew Research Center survey. Respondents also indicated that being female, Hispanic, or Asian is often more detrimental than advantageous to career success. However, a subsequent 2024 survey by Pew indicated a more divided opinion regarding the privileges awarded to white individuals compared to the obstacles still faced by women.
Furthermore, there are signs that Trump’s base is particularly concerned about perceived inequalities and advancements for women and racial minorities occurring at the expense of others. Data from AP VoteCast showed that while only about 30% of voters expressed deep worries about women gaining advantages over men, a larger proportion of Trump’s supporters displayed mixed feelings on this issue.
In advance of Trump’s actions, a gradual backlash against DEI programs had already emerged in corporate settings. Following a 2023 Supreme Court verdict that prohibited affirmative action in higher education, numerous prominent companies began to retract or abolish their DEI commitments, partially prompted by a wave of lawsuits supported by conservative groups targeting such initiatives. This trend gained momentum leading up to Trump’s election, as businesses prepared for potential federal actions against DEI programs.
For example, retail giant Walmart declared in November that it would no longer consider race and gender when awarding supplier contracts, aligning with the sweeping reforms Trump intends to implement for federal contracts. Conservative legal actions have already led certain government agencies to cease considering race as a factor in contracting and financial decisions. Significant corporations like META (Facebook), McDonald’s, and Boeing have also reduced or eliminated their DEI commitments in response to the evolving legal framework and political climate.
Nevertheless, many leading companies continue to uphold their DEI strategies, including several with federal contracts like Microsoft and global consulting firm Accenture.
