Restoring America’s Fighting Force
January 27, 2025
Action Summary
- Purpose: Eliminate race-based and sex-based discrimination within the Armed Forces by ending DEI practices that undermine merit, leadership, and unit cohesion.
- Policy Directive: Mandate that the Department of Defense, Department of Homeland Security (with respect to the USCG), and all military elements operate without any race or sex-based preferential treatment.
- Definitions: Provide specific meanings for terms such as “DEI office,” “gender ideology,” and “divisive concepts” as used in related executive orders.
- Abolishment of DEI Structures: Instruct the Secretaries of Defense and Homeland Security to abolish all DEI offices and associated programs that promote race or sex-based preferences.
- Internal Review: Require an internal review by the Secretary of Defense to document all DEI-related actions, including any instances of race or sex discrimination, with findings due within 90 days.
- Educational and Cultural Measures: Prohibit the promotion of divisive, un-American theories (including certain interpretations of the founding documents and “gender ideology”) in military educational institutions, and ensure curricula affirm America’s foundational values.
- Implementation and Reporting: Direct the Secretaries of Defense and Homeland Security to issue implementation guidance within 30 days and submit a progress report with recommendations within 180 days.
- Legal Provisions: Include severability and general provisions clarifying that the order does not impair legal authority or create enforceable rights against any federal entity.
Risks & Considerations
- The Executive Order’s emphasis on eliminating Diversity, Equity, and Inclusion (DEI) programs within the Department of Defense and Homeland Security could influence broader educational and institutional policies, potentially affecting Vanderbilt University’s own DEI initiatives.
- There is a risk that the abolition of DEI offices and the prohibition of certain educational theories could create a chilling effect on academic freedom and research, particularly in fields related to social sciences and humanities.
- The order’s focus on meritocracy and the elimination of race- and sex-based preferences may lead to increased scrutiny of university admissions and hiring practices, necessitating a review of Vanderbilt’s policies to ensure compliance with federal expectations.
- Vanderbilt’s partnerships with military and defense-related educational institutions may be impacted, requiring alignment with the new directives and potentially affecting collaborative research and educational programs.
Impacted Programs
- Vanderbilt’s Office for Equity, Diversity, and Inclusion may need to reassess its strategies and initiatives to ensure they align with federal policies while continuing to promote an inclusive campus environment.
- The Department of Political Science and Department of Sociology might experience increased demand for research and analysis on the impacts of such federal policies on social structures and institutions.
- Vanderbilt Law School could see a rise in interest and need for expertise in constitutional law and civil rights, as these areas become more prominent in public discourse and legal challenges.
- Programs related to military education and training, such as ROTC, may need to adjust their curricula and training protocols to align with the new directives from the Department of Defense.
Financial Impact
- Changes in federal funding priorities could affect grants and financial support for research and programs related to DEI, necessitating a strategic shift in funding applications and partnerships.
- Vanderbilt may need to allocate additional resources to ensure compliance with new federal guidelines, potentially impacting budget allocations for other initiatives.
- There could be opportunities for Vanderbilt to secure funding for research on the impacts of these policy changes, particularly in areas related to social justice, law, and public policy.
- The university might face financial implications if it needs to modify existing programs or develop new ones to align with federal expectations, impacting overall financial planning and resource distribution.
Relevance Score: 3 (The order presents moderate risks involving compliance and potential impacts on institutional policies and partnerships.)
Key Actions
- Vanderbilt’s Office of Diversity and Inclusion should review its current DEI initiatives to ensure they align with federal policies, particularly in areas related to military and defense partnerships. This may involve reassessing programs that could be perceived as promoting race or sex-based preferences.
- The Department of Political Science should consider conducting research on the implications of the executive order on military policies and their broader societal impacts. This research could provide valuable insights into the effects of eliminating DEI programs within the Armed Forces.
- Vanderbilt’s Military and Veterans Affairs Office should engage with the Department of Defense to understand the changes in policies and how they might affect military-connected students and staff at the university. This could help in adapting support services to better meet their needs.
Opportunities
- The executive order presents an opportunity for Vanderbilt’s Law School to explore legal analyses and discussions on the constitutionality and implications of abolishing DEI offices within federal departments. This could position the law school as a thought leader in legal debates surrounding diversity and inclusion policies.
- Vanderbilt’s Peabody College could expand its research on educational policies and their alignment with federal mandates, particularly in defense-related educational institutions. This could enhance the college’s influence in shaping educational reforms in military contexts.
Relevance Score: 3 (Some adjustments are needed to processes or procedures to align with the new federal policies on DEI within military contexts.)
Timeline for Implementation
- Within 30 days: The Secretary of Defense and the Secretary of Homeland Security must issue detailed guidance for the implementation of the order.
- Within 90 days: The Secretary of Defense must deliver an internal review report documenting actions taken in pursuit of DEI initiatives.
- Within 180 days: The Secretary of Defense and the Secretary of Homeland Security must submit a progress report documenting the implementation of the order.
Relevance Score: 4
Impacted Government Organizations
- Department of Defense (DoD): The order directly mandates the abolition of Diversity, Equity, and Inclusion (DEI) offices within the DoD and requires an internal review regarding past DEI initiatives and discriminatory practices within the Armed Forces.
- Department of Homeland Security (DHS) – United States Coast Guard (USCG): The DHS, as it relates to the USCG, is instructed to eliminate DEI offices and to provide guidance on ensuring merit-based policies in the organization.
- United States Service Academies: These defense academic institutions must review and adjust their curriculums and leadership in line with the order’s directives, ensuring they promote America’s foundational values.
Relevance Score: 2 (A medium number of Federal Agencies are directly impacted by the order.)
Responsible Officials
- Secretary of Defense – Tasked with abolishing DEI offices within the Department of Defense, conducting an internal review of past DEI initiatives, issuing detailed guidance, reviewing U.S. Service Academies and defense academic institutions, and reporting on progress through the Deputy Chief of Staff for Policy.
- Secretary of Homeland Security – Responsible for abolishing DEI offices within the Department of Homeland Security (with regard to the USCG), issuing detailed guidance, reviewing relevant academic institutions, and reporting on the implementation progress of this order via the Deputy Chief of Staff for Policy.
Relevance Score: 5 (Directives affect Cabinet-level officials, including the Secretaries of Defense and Homeland Security.)