Fulfilling his campaign promise, President Donald Trump has moved to dismantle diversity, equity, and inclusion (DEI) initiatives in the federal government. He is backing a rising Republican backlash against these measures, claiming they favor white Americans unfairly.

The executive order he signed on Monday cancels directives from the Biden administration that established various DEI programs within federal agencies.

“The previous administration has instituted unpopular and radical practices across every government agency. The introduction of ‘diversity, equity, and inclusion’ into our institutions has shifted the focus from hard work and equality to a preferential hierarchy that is both divisive and harmful,” the order states.

While this order specifically targets federal operations, it hints at impending changes for the private sector as well, with a White House official indicating that “more actions” will be forthcoming, shortly before Trump’s swearing-in ceremony.

The decision to address DEI on Martin Luther King Jr. Day drew sharp criticism from civil rights leaders, who warn it threatens the progress made in enhancing workplace diversity and ensuring economic opportunities for marginalized groups over the years.

“Why is DEI necessary?” questioned Rev. Al Sharpton, president of the National Action Network, while addressing a gathering at the Metropolitan AME Church, a historic Black institution near the White House on Monday. “We implemented DEI to remedy the lack of diversity, equity, and inclusion that had been denied to us; it is a response to the racial institutional biases seen in academia and corporate settings.”

Anti-‘Woke’ Movement Central to Trump’s Agenda

The campaign against diversity initiatives gained momentum during Trump’s first term and has intensified since he left office.

It has become a key focus for conservative think tanks, foundations, and political activists, aiming to make this issue central to Trump’s economic and cultural policies.

In his inaugural address, Trump pledged to counteract attempts to “socially engineer race and gender into all aspects of public and private life,” advocating for a merit-based, race-neutral society.

Notably, corporations have been rapidly revising their policies to align with Trump’s stance. Recently, Amazon and Meta joined the list of companies reducing their commitment to diversity programs.

“States like Florida and Texas have already eliminated DEI in their systems, and private corporations like Meta are following this trend,” Christopher Rufo, a critic of DEI and a senior associate at the conservative Manhattan Institute, stated. “The moment to act is now.”

To facilitate this shift, Trump has filled his administration with allies opposed to DEI—ranging from Vice President JD Vance, who previously sought legislation to bar federal funding for DEI, to his deputy chief of staff for policy, Stephen Miller, who has initiated numerous legal actions against “woke” corporations.

“Corporations need to prioritize their core functions and execute their products and services well,” asserted Jonathan Butcher, a senior research fellow at the conservative Heritage Foundation. “Adopting ideological mandates concerning racial preferences has not improved their efficiency, nor will it in the future.”

Will Trump’s Justice Department Prosecute Companies?

During his first term, Trump targeted diversity initiatives that Republicans criticized for emphasizing race and gender over individual capabilities. He used executive action to prohibit federal employees and contractors from participating in what he deemed “divisive” diversity training and established a whistleblower hotline for reporting such practices.

Furthermore, the Trump administration scrutinized diversity initiatives at companies like Microsoft and Wells Fargo, questioning if these efforts violated federal anti-discrimination laws.

This time, the Trump administration is expected to extend bans on DEI to businesses receiving federal funding or holding government contracts.

With complete control of Congress, Trump is likely to pursue even bolder actions.

The Justice Department and other agencies might conduct investigations and file lawsuits against corporate DEI initiatives perceived as infringing anti-discrimination regulations.

Trump has lauded Harmeet Dhillon, the attorney he appointed to lead the Civil Rights Division of the Justice Department, for “filing lawsuits against companies that utilize woke policies to discriminate against workers.”

This division aims to enforce laws against discrimination towards Black individuals and other historically marginalized groups, having been established in 1957.

Dhillon has claimed that conservatives and white men face illegal discrimination. In 2017, she represented a terminated Google employee who shared a memo opposing the company’s DEI strategies. She has also advocated for Robby Starbuck, known for his anti-DEI activism.

“All signals indicate a complete reversal regarding these issues, as they now intend to start prosecuting companies for breaching civil rights regulations,” Marc Andreessen, a Silicon Valley venture capitalist and Trump advisor, informed last month.

Democrats Push Back Against DEI Rollback

As anti-DEI perspectives grow, some Democrats are standing up against these changes. They contend that government initiatives to enhance racial diversity in workplaces are crucial for addressing longstanding inequalities and ensuring equitable opportunities for women and minorities.

In a letter to Trump, which YSL News obtained exclusively, over 30 elected Democratic officials from various states pledged to defend DEI. State legislatures have been primary battlegrounds for anti-DEI initiatives.

“Policies that attack DEI are dangerous and discriminatory. They create barriers to achieving the American dream,” stated the letter. “As we commit to defending and expanding DEI benefits, we also urge you to uphold the same commitment.”

With the nation becoming increasingly diverse, businesses are striving to ensure their employees and leadership reflect the communities they serve.

Supporters believe that DEI programs are vital for companies to attract and retain a diverse workforce and to foster innovative work environments.

There’s still a significant distance to achieving equality in the business world. A YSL News analysis revealed that the highest ranks in most large companies remain predominantly white and male, while women and minorities face lower-paying jobs with fewer opportunities for upward mobility.

“DEI initiatives do not dictate hiring decisions, but they do ensure that qualified candidates can compete fairly,” explained Noreen Farrell, a civil rights lawyer and executive director of Equal Rights Advocates. “The risk of excluding DEI initiatives is that it also excludes potential solutions and innovations.”

Farrell criticized the Trump administration for overlooking “clear evidence” that diverse leadership leads to “superior business outcomes.”

The Future of DEI in the Workplace?

Following the Supreme Court’s ruling in 2023 that prohibited considering race in higher education, business leaders have started reinforcing their DEI initiatives to better withstand legal challenges and public scrutiny, moving away from elements like hiring quotas and executive bonuses tied to DEI performance.

Andrea Abrams, executive director of the progressive group American Pride Rises Network, expressed that while some companies might appear to yield to pressure, she believes the majority “will continue to stand firm.”

More than half of senior executives surveyed by the Conference Board reported changing their approach to discussing DEI in the past year, with another 20% considering similar changes. An increasing number have removed references to diversity objectives from shareholder communications.

Costco and Apple recently urged their shareholders to reject anti-DEI proposals, asserting that diversity initiatives positively impact their business performance.

“There is nothing unlawful about pursuing diversity, equity, and inclusion in your operations,” Abrams noted.

Contributing: Deborah Barfield Berry and Francesca Chambers