President Donald Trump is making good on his promise to reduce diversity, equity, and inclusion (DEI) efforts across federal agencies, claiming they unfairly favor certain groups over white Americans.

On Monday, he signed an executive order that overturns the initiatives established by the Biden administration concerning DEI.

“The previous administration has entrenched unpopular, inflationary, illegal, and radical practices throughout the federal government. The imposition of ‘diversity, equity, and inclusion’ (DEI) into our institutions has distorted them by prioritizing a divisive hierarchy over hard work, merit, and equality,” the order states.

Although the order does not directly target DEI in private businesses, a White House representative warned that further actions against corporations are imminent.

“More actions” are forthcoming “very soon,” the official stated just before Trump’s inauguration.

The timing of the DEI executive order, released on Martin Luther King Jr. Day, has drawn criticism from civil rights leaders who argue it threatens decades of progress in workplace diversity and economic equality.

“Why is DEI necessary?” questioned Rev. Al Sharpton, leader of the National Action Network, during an event at the historic Metropolitan AME Church near the White House. “DEI exists because you have denied us diversity, equity, and inclusion. It was created as a solution to the racial discrimination present in academia and corporations.”

Anti-‘Woke’ Campaign at the Heart of Trump’s Agenda

The effort to dismantle diversity programs began during Trump’s first term and has intensified since he left office.

It has become a primary focus for right-leaning organizations, think tanks, and political figures across various platforms, likely gaining momentum now that it is core to the president’s economic and cultural strategies.

In his inaugural address, Trump committed to opposing attempts to “socially engineer race and gender into every facet of public and private life,” advocating for a society that is merit-based and colorblind.

Numerous companies have already adjusted their practices to align with the Trump administration’s ideals. Recently, Amazon and Meta joined several other businesses in scaling back their diversity initiatives.

“States like Florida and Texas have effectively eliminated DEI. Private companies, including Meta, are following this trend,” remarked Christopher Rufo, a critic of DEI and a senior fellow at the conservative Manhattan Institute. “Now is the time to act.”

Trump has filled his administration with allies opposed to DEI, aiming to reverse the policies set by his predecessor. This includes Vice President JD Vance, who proposed a ban on government contractors using federal funds for DEI programs, and Stephen Miller, Trump’s deputy chief of staff for policy, known for challenging “woke” corporations through legal avenues.

“Corporations should focus on efficiently delivering their services and products,” commented Jonathan Butcher, a senior research fellow at the conservative Heritage Foundation. “Enforcing an ideological standard regarding racial preferences has not enhanced their effectiveness and will not do so in the future.”

Will Trump’s Justice Department Take Action Against Companies?

During his first term, Trump criticized DEI initiatives as favoring race and gender over individual merit. He utilized executive actions to prohibit federal agencies and contractors from engaging in “divisive” diversity training and even established a tip line for whistleblowers to report their employers.

The Trump Labor Department raised concerns that initiatives to boost the number of Black executives at companies like Microsoft and Wells Fargo might contravene federal anti-discrimination laws.

This time, the Trump administration is widely anticipated to restrict DEI efforts in companies reliant on federal funding or government contracts.

With Congress under his control, Trump is expected to pursue even more intense measures.

The Justice Department and various federal agencies might start investigations and lawsuits against companies with DEI programs they suspect may violate discrimination laws.

Trump has commended Harmeet Dhillon, the attorney appointed to lead the Justice Department’s Civil Rights Division, known for litigating against companies with “woke” policies that allegedly discriminate against employees.

Established in 1957, the Civil Rights Division’s mandate is to enforce legislation against discrimination faced by Black individuals and other marginalized groups.

Dhillon asserts that political conservatives and white men have faced illegal discrimination. She previously represented a Google employee who opposed the tech giant’s DEI initiatives.

“All indications point towards a complete reversal of these policies, leading to potential prosecutions of companies allegedly violating civil rights legislation,” said Marc Andreessen, a Silicon Valley venture capitalist and Trump advisor, last month.

Democratic Resistance to DEI Rollback

As anti-DEI sentiments rise, some Democrats are launching a counteroffensive. They argue that government efforts to enhance racial diversity within workplaces are vital for eliminating longstanding inequities and promoting equal opportunities for women and people of color.

In a letter obtained exclusively by YSL News, over 30 elected Democratic officials committed to defending DEI initiatives. State legislatures have been a battleground for anti-DEI measures.

“Anti-DEI rhetoric and policies are harmful, destructive, and discriminatory. They ultimately create barriers to achieving the American dream,” the letter stated. “As we work to promote and defend the benefits of DEI, we are also holding you accountable for the same objectives.”

As the nation becomes increasingly diverse, businesses strive to ensure their workforces and leadership reflect the communities they serve.

Supporters of DEI programs argue they enhance a company’s ability to attract and retain diverse talent while fostering innovation.

There is still a significant gap in representation. A YSL News analysis found that executive positions within major firms are predominantly held by white males, while women and people of color remain largely in lower-tier roles, often facing unequal pay, fewer benefits, and minimal advancement opportunities.

“DEI initiatives do not dictate hiring decisions; rather, they provide qualified candidates with equitable access to opportunities,” explained Noreen Farrell, a civil rights lawyer and executive director of Equal Rights Advocates. “The danger of restricting access to equal opportunities in business, education, and government is that it closes off avenues for solutions and innovation.”

Farrell emphasized that the Trump administration is overlooking clear data showing that diverse leadership results in favorable business outcomes.

The Future of DEI in Workplaces?

Following the Supreme Court’s 2023 decision barring race considerations in higher education, many business leaders are adjusting their DEI strategies to mitigate legal vulnerability and public backlash, moving away from initiatives such as hiring quotas and executive incentives tied to DEI outcomes.

Andrea Abrams, executive director of the progressive American Pride Rises Network, noted that while some companies might yield to pressure, she believes that most will “remain steadfast.”

In a recent Conference Board survey, over half of senior executives reported changing their language around DEI in the past year, with an additional 20% contemplating similar adjustments. An increasing number have omitted DEI-related goals from shareholder reports.

Costco and Apple are among companies that have recently urged shareholders to reject anti-DEI propositions, arguing that diversity efforts are beneficial for their businesses.

“There’s nothing illegal about pursuing diversity, equity, and inclusion in your operations,” Abrams affirmed.

Contributing: Deborah Barfield Berry and Francesca Chambers