Removing Discrimination and Discriminatory Equity Ideology From the Foreign Service

March 19, 2025

Presidential Actions

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Action Summary

Policy and Purpose: Reaffirms that hiring and related processes in the Foreign Service must be based on merit, aiming to eliminate divisive and discriminatory policies that have been embedded over the past four years.
Definitions: Establishes key terms:
- “Discriminatory equity ideology” is defined per Executive Order 14190 (January 29, 2025).
- Clarifies terminology relating to the Department, Foreign Service, and Foreign Service Member as defined in 22 U.S.C. 3902 and 3903.
Equality and Non-Discrimination Measures:
- The Secretary of State is directed to revise the 2022-2025 Decision Criteria for Tenure and Promotion to remove references to the “Diversity, Equity, Inclusion, and Accessibility” core precept.
- All relevant Departments must instruct employees to avoid basing recruitment, hiring, promotion, or retention decisions on race, color, religion, sex, or national origin.
- Employees are prohibited from promoting or advocating discriminatory equity ideology while performing their official duties.
Accountability for Discrimination: Secretaries must determine if any current Foreign Service Members have engaged in unconstitutional or illegal discrimination based on protected characteristics—taking appropriate corrective action or referring findings to the President as necessary.
General Provisions:
- The memorandum does not impair other legal authorities or the functions of the Office of Management and Budget.
- Implementation is subject to applicable law and available appropriations and does not create legally enforceable rights for any party.

Risks & Considerations

The memorandum’s emphasis on merit-based hiring and the removal of diversity, equity, inclusion, and accessibility (DEIA) criteria from Foreign Service evaluations could influence broader federal hiring practices. This may lead to a shift in how diversity initiatives are perceived and implemented across various sectors, including higher education.
Vanderbilt University may need to reassess its own DEIA policies and practices to ensure they align with federal expectations, particularly if similar policies are adopted in other areas of government or influence private sector practices.
The removal of DEIA criteria could impact the university’s partnerships with federal agencies, especially those that prioritize diversity and inclusion in their collaborations and funding opportunities.
There is a potential risk of reduced federal support for programs that emphasize diversity and inclusion, which could affect funding and collaboration opportunities for Vanderbilt’s initiatives in these areas.

Impacted Programs

Vanderbilt’s Office of Equity, Diversity, and Inclusion may need to evaluate its strategies and initiatives to ensure they remain effective and compliant with any new federal guidelines or expectations.
Peabody College of Education and Human Development might experience changes in research funding opportunities related to diversity and inclusion, necessitating adjustments in research focus or partnerships.
The Career Center could see shifts in recruitment practices and employer expectations, particularly for students seeking federal employment or internships.
Vanderbilt’s collaborations with federal agencies may require reevaluation to ensure alignment with the new merit-based focus and the removal of DEIA criteria.

Financial Impact

Potential changes in federal funding priorities could impact grants and financial support for diversity and inclusion programs at Vanderbilt, requiring strategic adjustments in funding applications and partnerships.
The university may need to allocate additional resources to ensure compliance with any new federal guidelines related to hiring and promotion practices, particularly if these changes extend beyond the Foreign Service.
There could be increased competition for federal funding that prioritizes merit-based criteria, affecting Vanderbilt’s ability to secure grants for DEIA-focused research and initiatives.

Relevance Score: 3 (The memorandum presents moderate risks involving compliance and potential shifts in federal funding priorities.)

Key Actions

Vanderbilt’s Office of Federal Relations should monitor changes in federal hiring and promotion policies, particularly those related to diversity, equity, inclusion, and accessibility, to assess potential impacts on university partnerships and collaborations with federal agencies.
The Department of Political Science could explore research opportunities on the implications of merit-based hiring policies in the Foreign Service, contributing to academic discourse on diversity and inclusion in government roles.
Vanderbilt’s Human Resources should review its own hiring and promotion practices to ensure alignment with federal policies, potentially adjusting strategies to maintain compliance and competitiveness in attracting diverse talent.

Opportunities

The memorandum presents an opportunity for Vanderbilt’s Law School to engage in legal analysis and discussions on the constitutional aspects of non-discrimination policies, potentially influencing policy development and legal frameworks.
Vanderbilt can leverage its expertise in diversity and inclusion to offer training and consultancy services to federal agencies adapting to new hiring and promotion criteria, positioning itself as a leader in this field.

Relevance Score: 3 (Some adjustments are needed to processes or procedures to align with changes in federal policies on diversity and inclusion.)

Average Relevance Score: 2.8

Timeline for Implementation

N/A: No explicit deadlines or numerical timelines were provided; the memorandum only uses the term “promptly” for required actions.

Relevance Score: 1

Impacted Government Organizations

Department of State: The memo directs the Secretary of State to revise criteria and policies regarding recruitment, hiring, promotion, and retention in the Foreign Service.
Department of Agriculture: The Secretary of Agriculture is instructed to comply with the directive to remove discriminatory equity ideology practices from its Foreign Service operations.
Department of Commerce: The Secretary of Commerce is mandated to ensure that its personnel policies in the Foreign Service align with a merit-based system free from discriminatory ideology.
United States Agency for International Development (USAID): The Administrator of USAID is included in the memorandum, thus requiring revisions in hiring and career advancement policies within its Foreign Service or equivalent roles.
United States Agency for Global Media (USAGM): The CEO of USAGM is also directed to implement changes ensuring that any practices related to discriminatory equity ideology are removed from Foreign Service-related activities.

Relevance Score: 2 (A small number of Federal Agencies are directly impacted by the directive.)

Responsible Officials

Secretary of State – Tasked with revising the Foreign Service’s Decision Criteria for Tenure and Promotion and ensuring that merit-based hiring practices are implemented.
Secretary of Agriculture – Responsible for guiding their department to adhere to merit-based employment practices and refrain from incorporating discriminatory equity ideology.
Secretary of Commerce – Charged with ensuring that their department’s hiring, recruitment, promotion, and retention decisions align with the directive.
Administrator of the United States Agency for International Development – Expected to oversee and enforce the implementation of the merit-based hiring directive within the agency.
Chief Executive Officer of the United States Agency for Global Media – Responsible for directing the agency to comply with the policy and avoid endorsing discriminatory equity ideology.

Relevance Score: 5 (Directives affect Cabinet-level officials whose leadership will drive policy changes in their respective agencies.)