In the United States, the debate surrounding diversity, equity, and inclusion (DEI) initiatives has been a contentious one, particularly during the presidency of Donald Trump. His administration’s policies, especially regarding affirmative action and diversity training, were viewed by many as efforts to dismantle the federal government’s longstanding DEI efforts. A primary question raised by these changes was whether Trump’s actions could potentially impact the Equal Employment Opportunity Act of 1972 (EEO Act). While his executive orders did not directly repeal the EEO Act itself, they had far-reaching effects on diversity policies and protections for federal employees and contractors. This article will delve deeper into these issues and help clarify the implications of Trump’s executive orders on workplace protections, diversity programmes, and the EEO Act.
Before we explore the specifics of Trump’s actions, let’s revisit the Equal Employment Opportunity Act of 1972. The EEO Act was designed to expand upon the Civil Rights Act of 1964, providing broader protections against employment discrimination for federal employees. It mandates that employers refrain from discriminating against employees based on characteristics such as race, colour, religion, sex, age, national origin, disability, and marital or family status. Importantly, the EEOC (Equal Employment Opportunity...
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