Ending Radical And Wasteful Government DEI Programs And Preferencing

January 20, 2025

Presidential Actions

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Action Summary

Purpose and Policy:
- Ends what it describes as illegal and immoral DEI programs and preferences implemented by the Biden Administration.
- Targets programs initiated by Executive Order 13985 and subsequent equity action plans that expanded DEI in various federal sectors.
Implementation Measures:
- Directs the Director of OMB, with support from the Attorney General and OPM Director, to terminate all DEI/DEIA and “environmental justice” mandates, policies, programs, and related initiatives.
- Mandates review and revision of federal employment practices, union contracts, and training policies to remove any DEI-related considerations.
- Agencies must, within 60 days, eliminate DEI offices, positions (including Chief Diversity Officer roles), equity action plans, and performance requirements tied to DEI.
- Requires submission of comprehensive lists detailing pre-existing DEI positions, activities, budgets, and federal contracts/grants related to DEI initiatives.
Operational and Cost Assessments:
- Deputy agency or department heads must evaluate the operational impact and costs associated with the previous administration’s DEI programs.
- Recommendations may include notifying Congress to align agency operations with the principle of equal dignity and respect.
Ongoing Oversight and Reporting:
- The Assistant to the President for Domestic Policy will convene monthly meetings with key agency leaders to report on DEI prevalence, assess economic and social costs, and monitor compliance.
- These meetings aim to identify barriers and recommend additional executive or legislative actions as needed.
Legal and Administrative Provisions:
- Includes severability clauses ensuring that if one provision is invalidated, the remainder of the order stands.
- Affirms that the order does not impair existing agency authority or create enforceable rights against the government.
- Specifies that implementation is subject to applicable law and funding availability.

Risks & Considerations

The Executive Order mandates the termination of DEI, DEIA, and “environmental justice” programs within the Federal Government, which could lead to a significant shift in how diversity and inclusion are approached in federally funded projects and collaborations.
Vanderbilt University may face challenges in maintaining or securing federal grants and contracts that previously included DEI components, as these elements are now being actively dismantled.
The removal of DEI-related performance requirements could impact the university’s hiring practices and diversity initiatives, potentially affecting its reputation and commitment to inclusivity.
There is a risk of reduced collaboration opportunities with federal agencies that are now required to eliminate DEI programs, which could affect research and development projects at Vanderbilt.
The order’s emphasis on “equal dignity and respect” without DEI considerations may lead to legal and ethical challenges, particularly in areas where diversity and inclusion are integral to the university’s mission and values.

Impacted Programs

Office of Equity, Diversity, and Inclusion at Vanderbilt may need to reassess its strategies and initiatives to align with the new federal directives, potentially impacting its programs and outreach efforts.
Research and Grant Offices might experience changes in funding opportunities, necessitating adjustments in grant application processes and partnerships with federal agencies.
The Human Resources Department could face challenges in maintaining diversity in hiring and retention practices, as federal guidelines shift away from DEI considerations.
Community Engagement Programs that rely on federal support for diversity initiatives may need to seek alternative funding sources or adjust their focus to comply with the new order.

Financial Impact

The termination of DEI programs could lead to a reduction in federal funding for projects that previously included diversity components, impacting the university’s financial planning and resource allocation.
Vanderbilt may need to invest in alternative strategies to maintain its commitment to diversity and inclusion, potentially increasing operational costs.
Changes in federal funding priorities could necessitate a reevaluation of existing and future research projects, affecting the university’s financial stability and growth.
The potential loss of DEI-related grants and contracts may require the university to explore new partnerships and funding opportunities to sustain its programs and initiatives.

Relevance Score: 4 (The order presents a need for potential major changes or transformations of programs.)

Key Actions

Vanderbilt’s Office of Diversity and Inclusion should review and assess the impact of the executive order on its current DEI initiatives and positions. This includes evaluating the potential need to adjust or reframe programs to align with the new federal directives.
The Office of Federal Relations should monitor developments and guidance from the Office of Management and Budget (OMB) and other federal agencies to understand how changes in DEI policies might affect federal funding and compliance requirements for the university.
Human Resources should prepare to adjust employment practices and performance review criteria to ensure they align with the new federal guidelines that emphasize individual initiative and performance over DEI factors.
Legal and Compliance Teams should conduct a thorough review of all contracts, grants, and partnerships to ensure compliance with the new executive order, particularly those involving DEI training or initiatives.

Opportunities

The executive order presents an opportunity for Vanderbilt’s Research Centers to conduct studies on the impacts of DEI policy changes on educational and social outcomes. This research can position Vanderbilt as a thought leader in the evolving discourse on diversity and inclusion.
Vanderbilt’s Policy Institutes can engage in policy analysis and advocacy to influence future legislative actions related to DEI and civil rights, potentially shaping the national conversation and policy direction.

Relevance Score: 4 (The order necessitates major process changes in Vanderbilt’s DEI programs and compliance strategies.)

Average Relevance Score: 4

Timeline for Implementation

Within 60 days of January 20, 2025, agencies must complete the termination of DEI/DEIA programs, offices, and related activities.

Relevance Score: 3

Impacted Government Organizations

Office of Management and Budget (OMB): The OMB is directed to coordinate the review and termination of DEI programs across all federal agencies.
Office of Personnel Management (OPM): The OPM is tasked with revising federal employment practices and eliminating DEI considerations in performance reviews and hiring.
Department of Justice (DOJ) – Attorney General: The Attorney General will assist in enforcing the termination of DEI initiatives and ensuring compliance with the order across agencies.
All Federal Agencies, Departments, and Commissions: Every federal entity must assess and eliminate DEI, DEIA, and related “environmental justice” programs, with agency heads responsible for implementation and reporting.
Assistant to the President for Domestic Policy: This office is charged with convening monthly meetings to monitor progress and advise the President on civil-rights policies, thus influencing policy implementation across the executive branch.

Relevance Score: 5 (This executive order impacts a wide range of federal agencies and policy-making bodies, effectively applying across the entire federal government.)

Responsible Officials

Director of the Office of Management and Budget (OMB) – Charged with coordinating the termination of all discriminatory DEI and DEIA programs and receiving reports from agencies.
Attorney General – Assisting the Director of OMB and the Director of OPM in reviewing and revising federal employment practices and related policies.
Director of the Office of Personnel Management (OPM) – Responsible for revising federal employment practices, union contracts, and training policies to comply with this order.
Agency, Department, or Commission Heads – Required to implement termination of DEI/DEIA offices, positions, and programs within 60 days and coordinate reporting efforts.
Deputy Agency or Department Heads – Directed to assess the impact and cost of previous DEI initiatives and recommend further action in compliance with the order.
Assistant to the President for Domestic Policy – Tasked with convening monthly meetings to review progress and advise the President on civil-rights policies.

Relevance Score: 4 (Directives affect agency heads and high-level deputies with significant responsibilities in federal policy implementation.)