As the new year has unfolded, Diversity, Equity, and Inclusion (DEI) programs in government, business, and education have found themselves under intense scrutiny, sparking both bold adaptations and quiet retreats.
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The most consequential initiatives began with President Donald Trump’s inauguration in January 2025, when he immediately issued a series of executive orders targeting DEI programs. Executive Order 14173, titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” directed all federal agencies to identify and address potentially illegal forms of discrimination, including those in DEI programs.
A similar order, “Ending Radical and Wasteful Government DEI Programs and Preferencing,” targeted DEI offices and policies within federal agencies.
The Department of Education (DE) quickly responded by taking down references to DEI in public-facing communications and placing DEI staff on administrative leave. The DE also dissolved its Diversity & Inclusion Council and the Employee Engagement Diversity Equity Inclusion Accessibility Council within the Office for Civil Rights.
In February, Attorney General Pam Bondi issued a memo ordering the DE to “investigate, eliminate, and penalize illegal DEI and DEIA preferences” (the extra “A” standing for “Accessibility”) at private companies and universities receiving federal funds. This initiative gained further traction in March when the Equal Employment Opportunity Commission and DOJ released joint technical assistance documents clarifying which DEI practices would be deemed “illegal.”
The executive orders have faced legal challenges, with a federal court issuing a nationwide injunction on Feb. 21, 2025. That said, by March, the U.S. Court of Appeals for the Fourth Circuit stayed this injunction, effectively reviving the orders.
This legal back-and-forth culminated on April 4, when the Supreme Court granted the DE’s emergency application to vacate a temporary restraining order that had prevented it from shuttering certain teacher-training grant programs.
On the business front, corporations have had to walk a tightrope with respect to their adherence to DEI policies. Several companies have strategically rebranded their DEI initiatives. On March 14, 2025, Kohl’s changed the title of its chief DEI officer to “chief inclusion and belonging officer,” while expanding its supplier diversity program to incorporate qualified small businesses. Similarly, UnitedHealth Group removed DEI-dedicated web pages and adopted language like “culture of belonging.”
By the middle of March, over 200 of America’s largest corporations had erased mentions of DEI and similar terms from their annual reports.
IBM shifted its supplier diversity goals away from race and gender considerations, and stopped connecting executive compensation to diversity hiring goals, alluding to “inherent tensions in practicing inclusion.” Gannett, the largest newspaper publisher in the United States, announced it would no longer publish diversity data and removed diversity references from its corporate website.
Despite the trend toward scaling back DEI policies, some organizations have reaffirmed their DEI commitments. During a March 13 shareholder meeting, Starbucks CEO Brian Niccol emphasized that DEI practices are “fundamental” to the company’s business strength.
While federal policy has attracted significant attention, state-level actions have also shaped the DEI landscape.
By March 3, 2025, 17 states had passed anti-DEI legislation, with proposals introduced in 12 additional states. These laws restrict DEI measures in several ways, such as eliminating taxpayer funding for DEI programs, dismantling DEI departments, discontinuing DEI training programs, and halting hiring and admissions practices based on DEI criteria.
States such as Alabama have banned “divisive concepts,” while prohibiting public colleges from using taxpayer dollars to financially support programs based on protected characteristics. In a similar vein, Florida prohibited public universities from using federal or state funds to advance DEI initiatives.
However, the fight to get rid of DEI is far from over. For example, recent audits ordered by Wisconsin Republicans found that state agencies and the University of Wisconsin (UW) system failed to adequately track millions of dollars spent on DEI initiatives, making it difficult to evaluate these programs.
In January, the university’s main campus dismissed its chief diversity officer, La Var Charleston, citing what officials described as poor financial choices, including authorizing large pay increases and what they considered excessive travel spending.
The university is among 50 institutions nationwide that President Trump claims are under investigation for alleged racial discrimination connected to DEI programs. UW-Madison is also one of 60 schools being investigated by federal education officials over allegations that it failed to protect Jewish students during 2024 campus protests against the Gaza genocide.
The audits estimated that millions of dollars were spent on DEI activities. They found that neither the UW system nor the 15 state agencies reviewed specifically tracked their DEI spending during the 2023-2024 fiscal year, which ends on June 30.
Auditors noted that the UW system’s board of regents and administration did not require campuses to define DEI, leading each school to develop its own approach. They estimated the system spent about $40 million on offices involved in DEI work, with $12.5 million going to salaries for DEI-related positions and another $8 million for DEI activities. Twelve state agencies spent roughly $2.2 million on salaries for jobs connected to DEI.
The administration of Wisconsin’s Democratic Gov. Tony Evers did not consistently require agencies to properly develop and implement the new anti-DEI plans, according to the audit. Agencies also failed to consistently document when they addressed noncompliance, the report noted.
Legislative Republicans have long advocated for ending DEI programs, and last year called for the nonpartisan Legislative Audit Bureau to conduct the review. Assembly Speaker Robin Vos has pledged to eliminate diversity initiatives in state government, calling them “cancerous” and expressing a desire for a “truly colorblind” society.
Vos stated on April 11 that assembly Republicans will continue efforts to eliminate DEI as they work on the 2025-27 state budget, asserting that student achievement should be determined by merit.
Whether Trump’s efforts to roll back DEI measures mark a temporary pause or a lasting transformation, the coming months will reveal how deeply ingrained DEI remains in the fabric of American life.
With legal battles ongoing and corporate strategies evolving, the future of DEI in America remains anything but settled.
José Niño is a freelance writer based in Austin, Texas. You can contact him via Facebook and Twitter. Get his e-book, The 10 Myths of Gun Control at josealbertonino.gumroad.com. Subscribe to his “Substack” newsletter by visiting “Jose Nino Unfiltered” on Substack.com.
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