Trump's dismantling of DEI
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For the past four years, the federal government has embraced the idea that a more diverse, inclusive workforce will better serve the American people.

Former President Joe Biden championed DEI programs, which are initiatives aimed at diversity, equity, inclusion, and accessibility in recruiting, hiring, and retaining employees. In a matter of days, and with a few pen strokes, President Donald Trump brought it all to an end. I will also end the government policy of trying to socially engineer race and gender into every aspect of public and private life.

On Monday, following his inaugural address, Trump signed an executive order terminating all federal DEI programs, calling them illegal.

On Tuesday, he issued a second executive order that revoked, among other things, a mandate in place since Lyndon B. Johnson's administration requiring government contractors to adopt non-discriminatory practices in hiring. On Wednesday, all employees working in DEI offices were placed on paid leave and told to report any additional co-workers that might have been missed. We will forge a society that is colorblind and anti-racist.

Merit-based. But that is exactly what these programs accomplish, says Gina Abercrombie-Winn-Stanley, who served during the Biden administration as the State Department's first DEI officer. DEIA is designed to level the playing field to ensure that merit-based decisions and merit-based advancement is what happens in federal agencies.

Alacia Black Hackett, Biden's chief diversity and equity officer at the Department of Labor, says the federal government of all places needs to reflect the country we are today. When you think about who was in the room during the creation of the Constitution of the United States of America, there was one vantage point, one lens, which was white male men.

Consider this. President Trump has called DEI programs illegal, immoral, and discriminatory. But the history of these programs spans decades and are rooted in attempts to address inequalities and ensure equal representation. From NPR, I'm Ping Huang.

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It's considered this from NPR. Just days into his second administration, President Donald Trump has signed several sweeping executive actions to end federal DEI programs, diversity, equity, inclusion, and accessibility.

To learn more about the history of federal DEI policies, I spoke with Timothy Welbeck. He's director of Temple University's Center for Anti-Racism, and he started with the basics. DEI is an acronym. It stands for diversity, equity, inclusion. And if you add the A, it also stands for accessibility.

And these are a set of policies that first began in part with the federal government to ensure that federal employment was making an effort to ensure that there was no discrimination against people on the basis of their race, their color, creed, national origin, things of that nature. President Kennedy issued an executive order in 1961. That's what many people signal as the beginning of

of the affirmative action era because he literally used the phrase affirmative action in that executive order. And then President Johnson issued a similar order in 1965, and both of which can be surmised to say that the federal government or federal contractors were not to discriminate against

employees or potential employees based on their race, their national origin, and other things that we now refer to as protected classes. Yeah. Say a little bit more about that. Like, what is the philosophy behind DEI at the federal level?

At the federal level, it begins with, in part, tackling our history of racism and discrimination and ensuring that the federal government is no longer a proprietor of discrimination, particularly on the basis of race. And so these executive orders that launched much of this conversation in many ways were stemming from what we refer to as the civil rights era and the freedom era, which brought to the forefront of our nation's attention many of the grievances that

President Trump has called DEI programs illegal. He says they violate federal civil rights.

But for a long time and for a lot of people, DEI programs are seen as the necessary and logical extension of civil rights laws. So how can both of these things be true? Well, both of them aren't true. President Trump has mischaracterized DEI initiatives in part because he has antagonism towards them. And as he signaled during his presidential campaign, this is something, this was a priority of his. But

These efforts are seeking to tether the spirit of the law with the letter of the law. So much of the equal protections that we see in clauses like the 14th Amendment or the Civil Rights Act, the Voting Rights Act, the ADA, and other types of legislation were seeking to not only undo historic and systemic harm, but it was also seeking to ensure that going forward there would be no further types of discrimination in that vein.

Trump has said that he wants to, quote, forge a society that is colorblind and merit-based, which I think, you know, is sort of the spirit of it. And critics say that the idea that someone's success is, you know, based solely on their accomplishments is just an idea that does not work. But still, you know, baked into the American dream is the whole idea that you can accomplish anything if you study hard and work hard. What are your thoughts on sort of like, you know, how these things kind of exist together? Yeah.

The United States cannot say that it's fully been a meritocracy when we have 249 years of slavery, 90 years of racialized segregation, and barred women from entering into the workforce in meaningful ways for much of our nation's history. That's not a meritocracy, denying people access and opportunities regardless of whether they're qualified. When we look at this conversation around merit, it's often thinly veiled attempts to try to undo various ways that

have opened up opportunities for those who historically were denied them. And so whether it's this conversation here or talking about colorblindness as a whole, a lot of it has its roots in trying to undo the progress that has been made with some of these initiatives.

I mean, there has been this long history of DEI programs and that has, you know, brought us to a place where there are lots of people of different colors and beliefs and positions of, you know, prominence and power. So why do we still need these programs? First, we still need these programs because we haven't given them adequate time to work.

We're only a generation and a half into these policies, and they have met opposition literally from their inception. So whether there is litigation, whether there is rhetoric emanating from opponents, there's been opposition from the beginning. So one, we haven't given them enough time to fully actualize their mission and their goals yet.

Secondly, we've seen that when there is a regression in these protections, the need for the protection becomes more pronounced. If we continue to roll back some of these protections with DEI, we're going to see increases in discriminations because there will no longer be the types of protections that are in place to ensure equal access and opportunity. So I want to sort of

take stock of where we are and where we're going. So, you know, throughout history, groups of Americans outside of the government have pushed leadership to acknowledge racism and sexism and biases against disabled people and the LGBT community and to really push leadership towards policies like DEI. This is something that has taken tremendous effort. And in many cases, it's not something that the government has done willingly. So where do things go from here if these measures are rolled back?

What I would continue to encourage people across the nation, particularly the private sector and those at the state and local level, is to hold diversity, equity, and inclusion as a value. And to remember that these are policies that are aimed at offering meaningful opportunities to all people.

At times, there may need to be creative ways to implement that, but I would encourage people not to shy away from that going forward. It's a necessary thing, and it's also something that we should celebrate. We should value the idea of multi-perspectives when we are trying to solve problems. We should value the idea of including as many people as possible. And so, yes, there are shifts in the federal government that are happening right now, but I would encourage people to deepen their resolve and commitment to these values.

That is Timothy Welbeck, director of Temple University Center for Anti-Racism. Thank you so much for joining me today. Thank you for having me. It was a pleasure. This episode was produced by Elena Burnett and edited by Jeanette Woods with additional reporting from Andrea Hsu. Our executive producer is Sammy Yenigan. It's Consider This from NPR. I'm Ping Huang.

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