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• President Trump has issued executive orders aimed at dismantling diversity, equity, and inclusion (DEI) programs across the federal government and impacting private sector practices.
• Researchers warn that these actions could severely hinder work on health disparities, particularly affecting rural white communities with lower cancer screening rates.
• The orders have sparked significant concern among higher education and healthcare stakeholders, who fear a reversal of decades of civil rights progress.

Quick Brief

2-Minute Digest

Essential Context

On January 20 and 21, 2025, President Trump signed a series of executive orders targeting DEI programs. These orders eliminate all DEI programs within the federal government, including positions like Chief Diversity Officers, and revoke previous executive orders that promoted affirmative action and equal opportunity programs.

Core Players

• Donald Trump – President of the United States
• Federal Contractors – Companies and organizations receiving federal funding
• Higher Education Institutions – Universities and colleges impacted by the orders
• Healthcare Researchers – Scientists studying health disparities

Key Numbers

• January 20, 2025 – Date of the executive order “Ending Radical and Wasteful Government DEI Programs and Preferencing”
• January 21, 2025 – Date of the executive order “Ending Illegal Discrimination and Restoring Merit-Based Opportunity”
• 60 days – Deadline for federal contractors to comply with the new directives
• March 1, 2025 – DOJ’s deadline to report its enforcement strategy on DEI-related civil rights violations

Full Depth

Complete Coverage

The Catalyst

President Trump’s executive orders are a fulfillment of his campaign promises to target what he describes as “illegal and immoral discrimination programs.” These actions have significant implications for both the public and private sectors.

“These orders are part of a broader attempt to remove everything associated with long-standing institutional efforts to desegregate the U.S. government and institutions,” said Brendan Cantwell, a professor of education at Michigan State University.

Inside Forces

The orders specifically target DEI programs in the federal government, including the elimination of DEI-related offices and positions, and the termination of equity-related grants and contracts. Federal contractors are also required to adjust their practices, including eliminating DEI-related trainings and materials, and submitting certifications that they do not operate any DEI programs that violate federal anti-discrimination laws.

Higher education institutions are bracing for the impact, with many expecting a “gigantic” effect on students and faculty. “The language within the executive order does not directly call for banning DEI, but it doesn’t mean that it cannot be misinterpreted or used by policymakers to come up with additional bans,” said Kaleb Briscoe, an assistant professor at the University of Oklahoma.

Power Dynamics

The Trump administration’s actions have shifted the power dynamics significantly. The Attorney General has been directed to investigate federally funded private companies for potential civil rights violations concerning their DEI practices. The Equal Employment Opportunity Commission (EEOC) is also tasked with using Title VII of the Civil Rights Act to attack DEI programs and trainings.

“Consistent with the President’s Executive Orders and priorities, my priorities will include rooting out unlawful DEI-motivated race and sex discrimination,” said Andrea R. Lucas, the Acting Chair of the EEOC.

Outside Impact

The broader implications of these orders are far-reaching. Researchers working on health disparities, particularly in rural white communities, fear that these actions could hinder critical research and initiatives. “President Trump’s actions could hurt rural whites, who lag behind other groups in cancer screening,” noted cancer researchers.

The orders also create uncertainty and fear among university administrators and diversity advocates, who worry about the pre-emptive hiding, renaming, or discontinuation of their DEI initiatives.

Future Forces

Looking ahead, the enforcement of these orders is expected to reshape DEI practices in the private sector. Companies that continue to engage in DEI practices in violation of the new rules could face significant legal risks, including False Claims Act liability.

The DOJ has pledged to identify “egregious offenders” and initiate both civil and criminal investigations into DEI-related employment practices. This could lead to a wave of lawsuits and regulatory actions against companies that do not comply.

Data Points

• January 20, 2025 – Executive Order “Ending Radical and Wasteful Government DEI Programs and Preferencing” issued
• January 21, 2025 – Executive Order “Ending Illegal Discrimination and Restoring Merit-Based Opportunity” issued
• 60 days – Compliance deadline for federal contractors to adjust their DEI practices
• March 1, 2025 – DOJ’s enforcement strategy report deadline
• 2023 Supreme Court ruling – Banned the use of race-conscious admissions policies