Memorandum 2025-02099: "Keeping Americans Safe in Aviation" signed by Donald Trump on January 21, 2025,  90 Federal Register 8651 (January 31, 2025) (Full Document) "This article was drafted with the assistance of ChatGPT, an AI language model. All content has been reviewed and edited by Vernellia Randall to ensure accuracy and coherence."

Presidential sealOn January 31, 2025, President Donald Trump issued Executive Order 2025-02099, "Keeping Americans Safe in Aviation." The order suspends all diversity, equity, and inclusion (DEI) initiatives within the U.S. Department of Transportation (DOT) and the Federal Aviation Administration (FAA), stating that hiring and promotion decisions should be based solely on capability, achievement, and dedication. The administration argues that DEI-based hiring practices in aviation compromise safety and discriminate against individuals who do not belong to specific racial or disability groups.

The executive order mandates a review of existing hiring and training policies to ensure that DEI principles no longer influence recruitment, promotions, or workplace training programs within federal aviation agencies. Additionally, it orders the termination of DEI-focused grants, scholarships, and partnerships within the aviation sector. The administration asserts that these measures will restore a "merit-based" workforce in federal aviation agencies.

While the executive order claims to prioritize safety, its real impact is to roll back racial and economic progress in an industry where systemic exclusion has long been the norm. The removal of DEI programs disproportionately harms Black, Latino, Indigenous, and other marginalized communities by eliminating pathways into aviation careers and allowing workplace discrimination to persist unchecked. This order is not about safety—it is about exclusion. However, history shows that resistance leads to change. Through legal, political, and grassroots advocacy, activists can fight back and ensure that aviation remains an industry that serves all Americans—not just a privileged few.

Racial Justice Analysis

The Flawed Safety Argument

This executive order is based on the unsubstantiated claim that DEI initiatives compromise aviation safety. However, no evidence suggests hiring more women, people of color, or individuals from diverse backgrounds reduces safety or performance. In fact, research in various industries—including aviation—shows that diverse teams improve problem-solving, innovation, and safety outcomes.

  • A 2020 McKinsey report found that companies in the top quartile for racial diversity outperform those in the bottom quartile in profitability by 36%.
  • Studies show that inclusive workplaces lead to lower error rates and better risk assessment, which is crucial in aviation.

The elimination of DEI programs does not enhance safety but instead reinforces racial and gender disparities in an industry that has historically been exclusionary.

Historical Context: Racial Barriers in Aviation

Aviation has long been an industry with significant racial and gender disparities.

  • Black pilots make up less than 2% of all commercial pilots in the U.S.
  • Latino and Indigenous representation is even lower.
  • Women, especially women of color, remain severely underrepresented in air traffic control, aviation mechanics, and airline leadership.

Systemic barriers, such as limited access to flight training, discriminatory hiring practices, and racial bias in promotions, have historically excluded marginalized groups from aviation careers. DEI programs were implemented to address these inequities, not to lower standards.

Intersectionality: How Multiple Marginalized Groups Are Affected

The removal of DEI programs will disproportionately impact people who belong to multiple marginalized identities.

  • Women of Color – Already severely underrepresented in aviation leadership, they will face additional barriers without DEI-driven mentorship and recruitment programs.
  • Black and Latino Employees – DEI policies ensure that qualified individuals from these groups get equal access to job opportunities—removing them reinforces workplace discrimination.
  • Religious Minorities and Immigrants – Airport security policies have a long history of racial profiling, mainly targeting Middle Eastern, South Asian, and Muslim travelers. Without DEI training, racial bias among TSA and security personnel may increase.
  • Disabled Workers – Many DEI programs include accessibility measures for disabled aviation workers. Ending DEI could reduce critical accommodations, pushing them out of aviation careers.

Impact on Economic Mobility

DEI initiatives in aviation help break generational cycles of economic exclusion by creating pipeline programs for underrepresented groups. Eliminating these initiatives will widen racial wage gaps in an industry that white men have historically dominated.

Many DEI-supported scholarships and training programs financially assist first-generation pilots and aviation students. Terminating these programs creates new barriers for people of color to enter high-paying aviation careers.

Conclusion and Recommendations for Activism

How Activists Can Fight Back

The removal of DEI programs is a direct attack on racial and economic justice. Activists, civil rights organizations, and concerned citizens must take action to ensure that aviation remains diverse, equitable, and inclusive.

  1. Public Data Transparency Requests
    • Demand that the FAA and DOT release workforce diversity data to track racial disparities in hiring and promotions before and after DEI elimination.
    • Push for public reporting on aviation workplace discrimination complaints.
  2. Engage Industry Leaders and Unions
    • Encourage pilots' unions, air traffic controllers, and aviation companies to publicly oppose this executive order.
    • Airlines should commit to DEI principles despite federal rollbacks.
  3. Policy Advocacy and Legal Challenges
    • Work with civil rights organizations to challenge the executive order in court on the grounds of discriminatory impact.
    • Pressure state and local governments to implement DEI policies in aviation education and training programs.
  4. Community-Based Training and Scholarships
    • Partner with HBCUs, Hispanic-serving institutions, and tribal colleges to create independent aviation training programs for underrepresented groups.
    • Advocate for corporate sponsorship of DEI-driven pilot training scholarships.
  5. Expose the Myths About DEI and Safety
    • Use social media campaigns, op-eds, and community forums to debunk the false claim that DEI undermines aviation safety.
    • Showcase stories of successful aviation professionals from diverse backgrounds.

By taking these steps, activists can protect racial and economic equity in aviation and ensure that progress toward a more inclusive workforce continues.

This revision integrates the final thoughts into the summary, making it clear from the outset that the executive order is a setback for racial justice and inclusion in aviation. Let me know if you'd like any further refinements!