As many of you are aware, President Trump has recently signed an executive order addressing Diversity, Equity, and Inclusion (DEI) programs within the federal government. I’ve reviewed the executive order and accompanying fact sheets to break down what this means and how it may affect people moving forward.
What Does the Executive Order Actually Do?
On January 20, 2025, President Trump signed an executive order titled “Ending Radical And Wasteful Government DEI Programs and Preferencing.” The order directs the termination of DEI and DEIA (Diversity, Equity, Inclusion, and Accessibility) programs throughout the federal government.
Specifically, within 60 days of the order, federal agencies must:
- Terminate DEI/DEIA offices and positions (including Chief Diversity Officer positions)
- End all “equity action plans” and related initiatives
- Provide comprehensive lists of DEI-related positions, contractors, and grantees that existed as of November 2024
The executive order places the Office of Management and Budget (OMB), the Attorney General, and the Office of Personnel Management (OPM) in charge of coordinating these changes across the government.
How Will This Affect Federal Employees?
Federal employees will see significant changes in how performance is evaluated. According to the order, “Federal employment practices, including Federal employee performance reviews, shall reward individual initiative, skills, performance, and hard work and shall not under any circumstances consider DEI or DEIA factors, goals, policies, mandates, or requirements.”
Those currently in DEI-specific roles will likely be reassigned or may face potential job losses, as the order specifically targets the termination of these positions “to the maximum extent allowed by law.”
Impact on Federal Contracting
The subsequent fact sheet from January 22nd indicates the order:
- Revokes Executive Order 11246, which had mandated affirmative action in federal contracting
- Bars the Office of Federal Contract Compliance Programs from pushing contractors to balance their workforce based on various demographic factors
- Requires contractors to affirm they will not engage in what the administration terms “illegal DEI”
The administration states this will “streamline the federal contracting process to enhance speed and efficiency, reduce costs,” while requiring compliance with civil rights laws.
Potential Effects on Private Business
While much of the order focuses on federal agencies, it does direct “all departments and agencies to take strong action to end private sector DEI discrimination, including civil compliance investigations.” What this means practically remains to be seen, but it suggests increased scrutiny of private business DEI initiatives by federal agencies.
The Administration’s Rationale
The administration presents this order as promoting “equal dignity and respect” and merit-based hiring. President Trump stated in his inauguration that he aims to “forge a society that is colorblind and merit-based.”
The fact sheets frame the order as:
- Protecting civil rights by ending what they describe as discriminatory practices
- Returning to hiring based solely on qualifications rather than demographic considerations
- Reinforcing values of “individual dignity, hard work, and excellence”
Specific Focus on the FAA
A separate presidential memorandum focuses specifically on the Federal Aviation Administration, ordering the immediate cessation of DEI hiring programs in favor of “non-discriminatory, merit-based hiring.” The administration specifically cites concern about hiring practices they claim prioritized diversity over aviation safety.
What Happens Next?
The executive order establishes monthly meetings between the Assistant to the President for Domestic Policy, the OMB Director, the OPM Director, and deputy agency heads to monitor implementation and identify areas for additional action.
Additionally, the Attorney General and Secretary of Education are mandated to issue joint guidance on compliance with the Supreme Court’s decision in Students for Fair Admissions v. Harvard, which restricted race-conscious admissions policies in higher education.
I’ll continue to follow developments as agencies begin implementing these directives over the coming months. The practical impacts will likely vary across different parts of the government and may face legal challenges as well.
What aspects of these changes would you like me to explore in more depth? I’m planning follow-up pieces on specific sectors that might be most affected.
If you would like to check out the documents I have reviewed, check out the links below:
- Ending Radical And Wasteful Government DEI Programs And Preferencing
- Fact Sheet: President Donald J. Trump Ends DEI Madness and Restores Excellence and Safety within the Federal Aviation Administration
- Fact Sheet: President Donald J. Trump Protects Civil Rights and Merit-Based Opportunity by Ending Illegal DEI
