Trump’s DEI Rollbacks & What It Means for Employers
The new administration is taking aggressive steps to dismantle DEI initiatives at the federal level. Executive orders have rescinded previous mandates on diversity, equity, and inclusion within federal agencies and government contractors. This includes revoking Executive Order 11246, which prohibited employment discrimination by federal contractors.
But here’s what private-sector employers need to know:
Yes, there’s some fearmongering out there—but as of right now, private-sector employers can continue DEI efforts as usual. Federal law does not prevent companies from maintaining their DEI strategies, training programs, or commitments to inclusive workplaces.
At the same time, it’s clear that DEI is under attack, with political pressure aiming to discourage companies from prioritizing diversity initiatives. Even still, to discourage does not mean to mandate. Some organizations may begin to scale back out of fear of legal challenges, but those committed to equity must navigate this moment with strategy, not reaction.
An excellent litigation tracking tool was created by the Meltzer Center for Diversity, Equity, and Inclusion at the NYU School of Law to help orient users to the DEI legal landscape. The tracker captures lawsuits likely to affect workplace DEI practices. Their website also includes key takeaways for private organizations.
This moment calls for clarity, not panic. It also highlights the importance of Relational DEI—an approach that moves beyond policy mandates to build real human connections, trust, and shared understanding.
This is not the first time DEI has faced political attacks, and it won’t be the last. But progress isn’t just about policies—it’s about people.
?? Let’s talk: How is your organization navigating this moment?
?? Read my latest article on Understanding DEI Resistance & How Empathy Can Overcome Pushback.
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