Great Lakes Wire

Diversity, Equity, and Inclusion (DEI) initiatives have faced criticism for being perceived as entitlement-driven and disconnected from the broader population. During the first Trump administration, some government agencies implemented DEI training that reportedly framed all white individuals as inherently privileged and prejudiced. Corporations like Wells Fargo and Microsoft introduced executive diversity targets to address past social injustices, but these initiatives were often not coordinated with compliance departments.

The backlash was significant. After President Biden reinstated DEI in government policy, Edward Blum and Steven Miller filed lawsuits against various organizations to stop DEI and affirmative action practices. The Vulture Fund case, related to funds for Black female entrepreneurs, along with the Harvard and University of North Carolina affirmative action cases, were notable efforts in this regard.

On January 21, 2025, President Trump signed Executive Order 14173 titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity.” This order terminates DEI discrimination in the federal workforce and federal contracting. It revoked Executive Order 11246 on Equal Employment Opportunity for federal contractors. The Department of Justice will target large organizations that embrace DEI if it violates civil rights laws.

However, not all DEI is considered illegal. There is no clear definition of legal or illegal DEI except that it cannot violate civil rights laws. A federal judge in Maryland recently enjoined part of the executive order for this reason.

Employers are advised not to abandon DEI altogether unless it involves shaming people or setting quotas based on protected classes. Diversity is believed to positively impact organizations; thus, programs celebrating various cultures should continue. President Trump celebrated Black History Month with Tiger Woods.

Regarding pronoun usage, companies can allow employees to use their preferred pronouns in email systems unless prohibited by state laws for certain employers.

Employee Resource Groups (ERGs) remain important for providing safe spaces for employees but should be inclusive of others who wish to join. Employers should reconsider admission policies to ensure openness.

Diversity is also crucial in pipeline development for candidates. Affirmative Action aims at preparing those who might otherwise lack opportunities. Under EO 11246, only the most qualified are hired regardless of race or gender. Targeted programs focusing on socio-economic circumstances could yield diverse candidate results if advertised inclusively.

In conclusion, diversity should be embraced as a means of fostering a harmonious workplace offering growth opportunities for all employees.