Two recent diversity, equity, and inclusion (DEI) executive orders (EOs) will have a far-reaching impact on the federal government and the private sector, speakers said during a Feb. 12 SHRM webcast, “Diving Deeper into Affirmative Action and Federal Contractor Compliance: Key Insights and Critical Actions.”
The first EO, which President Donald Trump issued Jan. 20, is titled “Ending Radical and Wasteful Government DEI Programs and Preferencing.” It requires the director of the Office of Management and Budget (OMB), assisted by the attorney general and the director of the Office of Personnel Management (OPM), to “coordinate the termination of all discriminatory programs.” That includes “illegal DEI and ‘diversity, equity, inclusion, and accessibility’ (DEIA) mandates, policies, programs, preferences, and activities in the federal government, under whatever name they appear.”
To carry out this directive, the OPM’s director, with the assistance of the attorney general, was ordered to review and revise all existing federal employment practices, union contracts, and training policies or programs to comply with the EO. “Federal employment practices, including federal employee performance reviews, shall reward individual initiative, skills, performance, and hard work and shall not under any circumstances consider DEI or DEIA factors, goals, policies, mandates, or requirements,” the order said.
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