Executive Order 14170, "Reforming the Federal Hiring Process and Restoring Merit to Government Service," signed by President Donald Trump on January 20, 2025. 90 Federal Register citation 8621 (January 30, 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 sealExecutive Order 14170 seeks to restructure federal hiring practices by emphasizing a strict merit-based approach, eliminating considerations of race, gender, and other demographic factors from recruitment and employment decisions. The order asserts that previous hiring practices that incorporated diversity, equity, inclusion, and accessibility (DEIA) initiatives compromised the meritocratic foundation of federal employment. This directive mandates the dissolution of DEIA offices, programs, and policies across federal agencies. It prohibits using demographic considerations in hiring, retention, and promotion.

Before the introduction of Executive Order 14170, federal hiring policies had been evolving to address long-standing racial inequities. For instance, executive Order 13583, signed by President Obama in 2011, was a significant step. It established a government-wide initiative to promote diversity and inclusion in federal employment, acknowledging the systemic barriers that racial minorities, women, and other marginalized groups faced in securing government jobs. This order sought to dismantle those obstacles through proactive recruitment, mentorship programs, and leadership development opportunities. The Trump administration's latest executive order represents a sharp departure from these efforts, signaling a broader shift away from racial equity initiatives.

This order also aligns with a broader trend of dismantling affirmative action policies, particularly in employment and education. In 2023, the Supreme Court's decision in Students for Fair Admissions v. Harvard effectively struck down race-conscious admissions programs in higher education. Executive Order 14170 extends this rollback into federal hiring, reinforcing the idea that race should not be considered in efforts to address historical discrimination. However, by ignoring the lingering effects of structural racism, such policies risk entrenching disparities rather than promoting true fairness.

 

Racial Justice Analysis

Impact on Racial and Ethnic Minorities

The elimination of DEIA policies will disproportionately impact racial and ethnic minorities who have historically been marginalized in federal hiring. Before the implementation of DEIA initiatives, racial disparities in government employment were significant, with Black, Latino, Indigenous, and Asian American candidates facing implicit and explicit biases that limited their opportunities.

By banning DEIA efforts, Executive Order 14170 effectively removes safeguards that ensure fair consideration of applicants from diverse backgrounds. Without accountability measures, implicit biases in hiring processes could lead to the continued underrepresentation of racial minorities in federal positions. Additionally, removing equity-based hiring strategies—such as outreach to historically Black colleges and universities (HBCUs) and Hispanic-serving institutions (HSIs)—could further restrict access for minority applicants.

Intersectional Impact on Marginalized Groups

The executive order's impact extends beyond race to other marginalized identities, compounding challenges for individuals at the intersection of multiple forms of discrimination. Women of color, LGBTQ+ individuals, and disabled people—who often face compounded barriers to employment—may experience increased difficulty securing and maintaining federal jobs.

For example, Black women, who have historically been underrepresented in leadership positions within the federal government, have benefited from DEIA programs that sought to address intersectional discrimination in hiring and promotions. Removing these policies could lead to declining career advancement opportunities for disadvantaged individuals.

Similarly, disabled applicants and LGBTQ+ individuals who have relied on accessibility and non-discrimination measures under DEIA programs may face heightened exclusion. The rollback of targeted hiring initiatives for veterans and people with disabilities also threatens to erase progress made in inclusive employment practices.

Potential Consequences for the Federal Workforce

The long-term implications of this executive order are significant. It may result in a federal workforce that is less diverse and less reflective of the nation's demographics. Research has consistently shown that diverse teams improve workplace performance, innovation, and decision-making. The order could stagnate workplace diversity by undermining these efforts, affecting policy development and implementation in federal agencies. This potential loss of diversity should be a cause for concern for all those who value a representative and inclusive government.

Additionally, the order may discourage prospective applicants from diverse backgrounds from pursuing federal careers, perceiving the removal of DEIA initiatives as an indication that their identities and experiences are not valued. A decline in minority applicants could widen the racial disparities in federal employment, reinforcing structural inequities rather than addressing them.

Broader Implications for Racial Justice

Beyond the immediate impact on federal hiring, this executive order sets a precedent that could influence private-sector employment policies and state government hiring practices. By de-emphasizing diversity as a legitimate hiring consideration, the order may embolden similar rollbacks of DEIA programs across industries, further exacerbating racial disparities in employment nationwide. This underscores the urgent need for proactive measures to address racial inequities in hiring. The broader implications of this order should serve as a wake-up call, highlighting the need for immediate action to protect workplace equity.

Furthermore, this order aligns with broader efforts to dismantle affirmative action policies in education and employment, reinforcing systemic barriers rather than dismantling them. Without proactive measures to address racial inequities in hiring, marginalized communities will continue to face disproportionate economic and professional disadvantages.

Conclusion and Recommendations for Activism

Legislative Advocacy:

  • Contact elected officials and urge them to support legislative efforts that protect workplace diversity initiatives.
  • Support organizations challenging the executive order in court to preserve workplace equity policies.

Public Awareness Campaigns:

  • Educate the public on the impact of the executive order and the importance of DEIA in hiring.
  • Organize protests, webinars, and community discussions to mobilize opposition.

Social Media Campaign:

  • Sample Letter to Congress:
  • Dear [Representative/Senator Name],  
  • I am writing to express my deep concern over Executive Order 14170, which eliminates Diversity, Equity, Inclusion, and Accessibility (DEIA) initiatives in federal hiring. These programs have been instrumental in promoting fair employment practices and ensuring historically marginalized groups have equitable access to federal jobs.  
  • Removing these initiatives threatens to roll back decades of progress in workplace diversity, reinforcing systemic barriers rather than addressing them. Please take action by advocating for the protection and restoration of policies that promote racial and workplace equity in government employment.  
  • Sincerely,  
  • [Your Name]  
  • [Your Address]  
  • Sample Social Media Post:
  • "DEIA programs helped open doors for thousands of qualified federal employees from underrepresented communities. Executive Order 14170 is a step backward. We must fight for an equitable workforce! #RestoreDEIA #EquityInEmployment #DiversityMatters"
  • Suggested Hashtags:
    • #RestoreDEIA
    • #EquityInEmployment
    • #StopE014170
    • #ProtectDiversity

By mobilizing through these channels, individuals and organizations can work collectively to push for policies that uphold fairness, representation, and opportunity in federal hiring.