On January 21, 2025, President Trump issued an Executive Order titled Protecting Civil Rights and Expanding Individual Opportunity (the “Order”). This directive primarily impacts government contractors and seeks to curtail what the administration terms “illegal” Diversity, Equity, and Inclusion (“DEI”) policies, as well as Diversity, Equity, Inclusion, and Accessibility (“DEIA”) initiatives.
The Order reverses previous mandates requiring federal contractors to implement affirmative action programs for women and minorities. It also directs federal agencies to combat “illegal private sector DEI preferences, mandates, policies, programs, and activities.”
While the Order signals a shift in federal priorities, it’s important to note:
Existing federal laws and anti-discrimination protections for employees remain intact.
State laws protecting workplace rights are unaffected by this Order.
For most organizations, compliance with federal and state laws continues to be the guiding principle. Below are actionable steps to help your organization navigate this evolving landscape:
What Should Private Employers Do Now?
1. Evaluate Existing Practices and Policies
-The Order does not require organizations to disband existing DEI initiatives, such as trainings, employee resource groups, or dedicated DEI staff.
-Review your current policies and practices to ensure compliance with existing federal and state laws.
-Consider how your DEI initiatives are framed and communicated to employees moving forward.
2.Assess Future Trainings
-Revisit the purpose, messaging, and language of your trainings.
-Be deliberate about how DEI-related programs align with your organizational goals and legal requirements.
Refine Your Communication Strategy
-Anticipate that employees may have questions or concerns about the implications of the Order.
-Develop a thoughtful communication plan to address these issues and provide reassurance where needed.
The current administration is likely to introduce additional executive orders that could affect workplace policies. As employers, staying informed and proactive will be critical in addressing the concerns of your workforce while maintaining compliance.
If you’d like to discuss the implications of this Order and tailor strategies to your organization’s needs, please don’t hesitate to reach out.
Warm regards,
Ritu