
President Trump’s executive order alters federal contract hiring processes, reshaping workplace diversity and merit-based decisions.
Quick Takes
- Trump’s executive order ends federal diversity and affirmative action programs.
- The order mandates merit-based hiring, removing identity-based preferences.
- Scrutiny surrounds the economic impact on minority communities.
- Supreme Court rulings have influenced a reduction in DEI initiatives.
Trump Signs New Executive Order
President Donald Trump implemented substantial changes through an executive order titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity.” Signed on his first day in office, the order eliminates affirmative action requirements, reshaping hiring practices for federal contractors. It targets diversity, equity, and inclusion (DEI) programs, which were labeled by the administration as “radical,” “illegal,” and “discriminatory.” The shift focuses on hiring based on merit and professional qualifications, without considerations of race, sex, or religion.
This move is part of a broader rollback of civil rights measures established during the civil rights movement, including the revocation of Executive Order 11246, signed by President Lyndon B. Johnson in 1965. The revoked order had mandated affirmative action to prevent employment discrimination. Additionally, the executive order directs federal agencies to eliminate DEI programs and places federal DEI employees on paid administrative leave.
Shifting Federal Hiring Practices
The Office of Federal Contract Compliance Programs (OFCCP) will no longer enforce affirmative action, altering compliance expectations. Contractors must certify adherence to federal anti-discrimination laws and cease DEI programs inconsistent with the order. Effective April 21, 2025, companies have 90 days to discontinue affirmative action initiatives.
Organizations conducting diversity reviews or agreements face uncertainty, as the order revokes rules requiring businesses to promote diversity and fair hiring. Legal experts advise companies to seek counsel to interpret its implications. Supporters of the order, however, argue that it reinforces the principle of equal opportunity by removing what they view as unnecessary or coercive mandates. They assert that focusing on qualifications and individual merit, rather than fulfilling diversity requirements, will create a more competitive, efficient, and fair workplace where hard work and talent are the ultimate determinants of success.
Reactions and Debates
Reactions to the executive order span across political and social lines. A Pew Research Center survey shows mixed attitudes on DEI, with 56% of US workers viewing it positively. However, opposition among conservatives is rising. Prominent companies, influenced by the U.S. Supreme Court’s June 2023 ruling against affirmative action in college admissions, have reduced their DEI programs.
“DEI is just another word for racism. Shame on anyone who uses it,” expressed Elon Musk.
Despite the changes mandated by the order, the conversation surrounding workplace diversity persists. Civil rights advocates and lawmakers, including those from the Congressional Black Caucus, continue to challenge these new rules.
Supporters of the order, however, argue that this shift prioritizes fairness and eliminates what they perceive as divisive and discriminatory practices. By focusing on a merit-based system, they believe businesses with federal contracts can build stronger, more cohesive teams rooted in talent and hard work, fostering a culture of excellence that benefits all employees. The impact on businesses and their adaptation to this shifting legislative landscape remains a focal point of national debate.