What does DEI actually mean? And why is our government working overtime to dismantle it?

This week, two Presidential Actions effectively declared war on Diversity, Equity, and Inclusion (DEI) efforts across the federal government—and they didn’t stop there. From targeting federal employees to putting private consultancies and small businesses on watchlists, these actions send a chilling message: accountability is out, unchecked bias is in.

I’m not a lawyer or a policy expert, but I am a consultant who has spent years working to break down barriers, foster equity, and build workplace cultures rooted in decency, respect, and fairness. These actions don’t just impact me as a practitioner—they could affect my livelihood, my business, and my opportunities should I choose to work for an organization again in the future.

I’ll admit, there’s some fear in writing this. The language in these orders about creating “lists” hits differently when you realize how quickly you could end up on one. But as long as I still have the freedom of speech, I’m going to use it. If you’re reading this, I hope you’ll take a moment to understand what’s happening here—and why it matters.

Let’s break it down.

What is DEI?

Before we get into the details, let’s set the record straight.

• Diversity: It’s not about quotas—it’s about bringing different perspectives, experiences, and ideas to the table to drive innovation and better outcomes.

• Equity: It’s not about unfair advantages—it’s about leveling the playing field so that everyone has a fair shot at success.

• Inclusion: It’s not just feel-good fluff—it’s about creating spaces where all voices are heard, valued, and respected.

DEI is about addressing real-world inequities—not replacing merit, but ensuring the systems that reward merit are fair and accessible to everyone.

What DEI means: diversity, equity, and inclusion, and where they meet.

What happened this week?

Two Presidential Actions aim to dismantle DEI and environmental justice efforts in federal agencies and beyond:

1. January 20: “Ending Radical and Wasteful Government DEI Programs and Preferencing”

• Immediate shutdown of all DEI offices, trainings, and programs in federal agencies.

• Elimination of Chief Diversity Officer roles, equity action plans, and environmental justice initiatives.

• Agencies required to compile detailed lists of DEI hires, grants, and expenditures.

2. January 21: “Ending Illegal Discrimination and Restoring Merit-Based Opportunity”

• Revoked major initiatives that supported equity and inclusion, including:

– EO 12898: Addressed environmental hazards impacting marginalized communities.

– EO 13583: Promoted diversity in federal hiring practices.

– EO 13672: Protected LGBTQ+ employees in federal employment.

– EO 11246: Required affirmative action from federal contractors.

• Targeted federal contractors, grantees, and colleges receiving federal funds, prohibiting DEI programs and trainings.

The message is clear: dismantle protections and accountability mechanisms and remove equity-focused efforts altogether.

Let’s talk about these lists.

The Presidential Actions require agencies to compile lists of:

• All DEI-related positions, programs, and expenditures.

• Federal contractors who provided DEI training.

• Federal grantees who funded DEI or environmental justice programs.

This isn’t just bureaucratic oversight—it’s creating a watchlist. And historically, lists like these have been used in ways that erode trust and sow fear:

• Japanese American Internment (1940s, U.S.): Lists were used to relocate and detain over 120,000 Japanese Americans during WWII, stripping them of homes, businesses, and freedoms.

• Nazi Germany (1930s–1940s): The Nazi regime tracked Jewish people, Romani people, and dissidents to facilitate systemic violence and genocide.

• McCarthyism (1950s, U.S.): Blacklists during the Red Scare targeted alleged Communists, ruining careers and silencing dissent.

What’s the real impact?

1. Federal employees: DEI initiatives are being shut down immediately, leaving employees without the tools to address inequities in their workplaces.

2. Small businesses & consultants: DEI consultants and small businesses that depend on federal contracts could lose critical revenue streams—or worse, face scrutiny and investigation.

3. Communities: Environmental justice programs protecting marginalized neighborhoods from pollution and other hazards are gone. Colleges will see diversity-focused scholarships and programs slashed.

4. Workplaces everywhere: The ripple effect could discourage private companies from maintaining their own DEI programs, even though they’re proven to drive innovation, inclusion, and success.

A stark irony

These actions were issued on January 20, 2025, coinciding with Martin Luther King Jr. Day—a day meant to celebrate the civil rights leader’s legacy of fighting for equity and justice. To issue orders dismantling DEI initiatives on this day feels like a deliberate slap in the face to everything Dr. King stood for.

Adding insult to injury, the second action followed just one day later, sending a clear message: the fight for equity is being rolled back—in the very week we should be reflecting on its importance.

Let’s get real for a second.

I’ve lived all over the world, and the lessons from history are clear: when freedoms and protections are taken away, the most vulnerable are left to suffer.

• In South Korea, I lived just 35 miles from the Demilitarized Zone (DMZ), knowing that on the other side of that line, individual rights disappear entirely.

• In the Czech Republic, I learned how decades of Communist rule left citizens fearing dissent, with secret police monitoring their every move.

• And here in the U.S., we know the domino effect of slavery, Jim Crow laws, and systemic racism. These barriers weren’t accidental—they were designed to maintain inequity.

• I spent four years living in Berlin, Germany, and visiting surrounding areas, where I toured dozens of museums.

Labeling DEI as 'illegal discrimination' or 'reverse racism' is, at best, willful ignorance and, at worst, a deliberate act of oppression. Removing these protections doesn’t level the playing field—it removes accountability, allowing inequities to persist unchecked.

Oppression is oppression, no matter what name it’s given or how it’s justified. The gaslighting happening in our government today—convincing people that DEI is discriminatory—is eerily familiar to the patterns in history I mentioned earlier.

What’s missing?

Add your thoughts! How is this impacting you, your workplace, or your industry? What questions or concerns do you have? Let’s keep this conversation going—because these changes have far-reaching consequences, and silence is not the answer.