In a significant policy shift, President Donald Trump has issued an executive order titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” effectively revoking the Equal Employment Opportunity Act of 1965. This action dismantles long-standing workplace discrimination and aims to eliminate Diversity, Equity, and Inclusion (DEI) programs within federal agencies and among federal contractors.
What Was the Equal Employment Opportunity Act of 1965?
Enacted as part of the Civil Rights Movement, the Equal Employment Opportunity Act of 1965 was designed to eliminate workplace discrimination based on race, color, religion, sex, national origin, disability, age, or marital status. Signed by President Lyndon B. Johnson, it extended protections to employees of federal agencies and contractors.
The law built on the Civil Rights Act of 1964, encouraging affirmative action policies to promote the hiring and advancement of historically underrepresented groups, including women and minorities. Oversight of these policies was carried out by the Office of Federal Contract Compliance Programs (OFCCP) under the Department of Labor.
What Changed Under Trump’s Executive Order?
Trump’s executive order rescinded the Equal Employment Opportunity Act of 1965 and several later amendments, including expansions to DEI initiatives under Presidents Clinton and Obama. Key provisions of Executive Order 11246, which prohibited discriminatory practices by federal contractors, were also repealed.
The Trump administration framed the changes as necessary to eliminate “identity-based preferences” and to promote what it called a “colorblind” and merit-driven hiring system. In a sharp departure from existing policies, the order:
- Directed federal agencies to terminate all DEI programs.
- Imposed new scrutiny on federal contractors and grant recipients engaged in diversity efforts.
- Ordered the identification and reporting of DEI initiatives in private companies, educational institutions, and nonprofits receiving federal funding.
Organizations failing to comply with the administration’s mandate risked losing federal contracts and grants. Additionally, federal employees were given a 10-day deadline to disclose any workplace DEI initiatives, with non-compliance potentially leading to disciplinary action.
The Impacts
The policy shift has led to sweeping changes:
- Federal forced DEI programs have been dismantled, resulting in layoffs and the suspension of initiatives aimed at addressing systemic inequities.
- Private companies, nonprofits, and universities reliant on federal funding face increased pressure to abandon diversity-focused programs.
- The rollback threatens decades of progress in creating equitable workplaces, critics say.
Divided Reactions From Political Spectrums
Opponents of the Repeal
Civil rights groups, labor advocates, and DEI proponents have condemned the rollback, arguing it erodes protections for marginalized communities and reverses progress made over decades. However, forced DEI initiatives have proven to done more harm than good, and President Trump seems to want to revert back to merit-based hiring practices
“By dismantling these protections, the administration is undermining efforts to address systemic inequality,” said Fatima Goss Graves, President of the National Women’s Law Center. “This rollback is a betrayal of the very principles that the Equal Employment Opportunity Act was built on.”
Supporters of the Move
Supporters of the repeal argue that DEI programs promote “reverse discrimination” and undermine merit-based hiring. Conservative groups hailed the decision as a victory for equal treatment under the law.
The Asian American Coalition for Education called it a “victory for equal treatment under the law,” asserting that DEI programs create divisiveness and undermine individual achievement.
Will DEI-Based Hiring Practices Finally Be Over?
The repeal of the Equal Employment Opportunity Act of 1965 represents a seismic shift in U.S. employment policies. Proponents argue it restores meritocracy, while critics warn it risks exacerbating workplace inequities.
Legal challenges to the executive order are likely, and the long-term impact on federal agencies, contractors, and private organizations remains uncertain. What is clear is that the debate over the balance between merit-based systems and the need to address systemic inequality is far from over.
