In the flurry of executive orders fired off by President Donald Trump during his first 100 hours in office, the returning president sought to address several campaign-related issues that helped sweep him to victory. Among Trump’s favorite campaign themes was criticism of woke culture and progressive ideology — particularly as embodied in the country’s diversity, equity and inclusion programs. So, it isn’t surprising that in Executive Order 14171 Trump seeks to dismantle diversity, equity and inclusion programs in the federal government.
The executive order — titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity” — describes how large segments of society, government and industry are using “dangerous, demeaning, and immoral race- and sex-based preferences under the guise of so-called diversity, equity and inclusion.” The order directs the executive branch and its agencies “to terminate all discriminatory and illegal preferences, mandates, policies, programs, activities, guidance, regulations, enforcement actions, consent orders
and requirements.”
Trump also ordered that, effective immediately, all federal employees working in DEI be placed on paid administrative leave as his administration pursues the dismantling of federal DEI-related offices and initiatives. And he repealed a Lyndon B. Johnson-era executive order that requires federal contractors to implement affirmative action policies.
There is a lot to unpack. The issues are complex and highly sensitive. And while there are good arguments that the DEI process has gone too far — having been infected by wokeness, critical race theory and similar overly aggressive progressive concepts — the goal of increasing diversity, eradicating illegal discrimination and remedying the effects of targeted injustice remain important societal goals.
We are therefore concerned about the wholesale abandonment of all federal programs designed to achieve those worthwhile goals. Instead, we suggest that a more moderate, calibrated and nuanced approach to the perceived excesses of DEI would make a lot
more sense.
The problem with DEI is not the goals of diversity, equity or inclusion. The problems with DEI are the excesses and unconstitutional means used to advance those objectives. Discrimination is wrong when used to deny opportunity or employment to one group or to favor another. Equality demands a color blind, gender-neutral approach to opportunity, with consequences to those who discriminate against anyone on either side of the racial or gender line.
We agree that blind adherence to progressive DEI doctrine needs to be moderated. Indeed, we have been critical of some of the excesses at some of our most revered college campuses where, in the name of DEI, institutions have ignored or violated constitutional entitlements to free speech, due process and equal protection of the law.
But the wholesale dismantling of federal DEI activities is an overreaction. And it sends the wrong message. Instead, we encourage pursuit of a more surgical approach — continuing to encourage diversity, equity and inclusion without allowing for reverse discrimination or other deprivations of individual rights in the name of remedying past injustices and unfairness.
That will take some work. And while a more nuanced approach won’t provide headline-grabbing moves, it will help avoid uprooting the good to remedy the bad.
It is the responsibility of government to deal with societal issues in an orderly, coherent and measured manner that seeks to address problems without creating new ones. That approach should be employed here.
