Is Your DEIA Policy at Risk? What Every Employer Needs to Understand Now

Overview:

On January 20, 2025, President Donald Trump signed Executive Order 14151, titled “Ending Radical and Wasteful Government DEI Programs and Preferencing.” This directive instructed all federal agencies to dismantle Diversity, Equity, Inclusion, and Accessibility (DEIA) programs, policies, and mandates — including those connected to federal hiring practices, grantmaking, and performance expectations for contractors and grantees. Agencies were given 60 days to comply, triggering significant structural changes across the federal government.

The order rescinds previous initiatives that had required agencies to develop Equity Action Plans and integrate DEIA priorities into their internal operations. Its language asserts that any consideration of race, gender, or similar characteristics in employment or funding decisions constitutes unlawful discrimination, even when intended to remedy historical disparities. As a result, programs designed to address underrepresentation — such as those supporting access to STEM education, inclusive hiring pipelines, or supplier diversity — are now being reviewed or shut down across federal departments.

Although the directive is framed as a government reform, its consequences are extending far beyond federal employment. Private employers, especially those engaged in federal contracting, grant-funded research, healthcare, higher education, and technology sectors, are finding themselves in uncertain territory. The language of the order, along with subsequent guidance from the Office of Personnel Management, has blurred the distinction between unlawful preferential treatment and legally permissible diversity strategies. This has left many employers questioning which policies remain compliant with Title VII of the Civil Rights Act and which may expose them to scrutiny.

Legal uncertainty is further intensified by emerging litigation across the private sector. Conservative legal organizations have begun targeting corporate DEIA efforts, alleging reverse discrimination and filing lawsuits that challenge longstanding inclusion initiatives. In some cases, shareholder activism and state-level legislation have added pressure on companies to justify or roll back their DEIA strategies. At the same time, no formal change has been issued to EEOC enforcement guidance, creating confusion about how anti-discrimination protections and affirmative outreach can co-exist under current law.

As both public and private employers attempt to recalibrate, they face difficult questions: What constitutes a legally defensible DEIA program in this environment? How can organizations maintain inclusive workplace practices without triggering regulatory concerns? And for federal contractors, what obligations remain in effect despite the rollback of equity-related language?

This session seeks to clarify the legal and operational implications of the executive order, explain the evolving boundaries of permissible DEIA activity, and explore what employers — regardless of sector — need to understand to navigate the present climate responsibly. The goal is to provide accurate, objective analysis of the federal shift and support informed decision-making in a time of heightened complexity.

Areas covered in this session:

• Learn how a merit-based program that focuses on hiring and promotion based on skills, experience, and achievements can be proven
• Learn how the DEIA ban mandates are impacting federal employers
• Learn why the DEIA ban is confusing federal and private companies
• Learn how the Equal Employment Opportunity Commission (EEOC)’s guidance on those discrimination factors that Employers may violate by eliminating DEIA programs
• Learn what factors determine what an illegal DEIA Program
• Learn what the penalties will be if DEIA programs
• Learn what federal contractors need to continue as there is a ban on affirmative action programs
• Learn why other private companies have eliminated their DEIA programs
• What are the legal cases leaning toward about these DEIA bans
• Learn how many court cases have focused on penalizing employers for violating DEIA program bans

Who should attend?

Recent changes in federal policy, including Executive Order 14151, have brought new attention to how DEIA programs are structured and justified — particularly within government agencies and organizations connected to federal funding. The order has led to the dismantling of equity-related mandates and introduced a stricter interpretation of what constitutes permissible workplace policies.

For private employers, especially those operating in regulated sectors or under federal contracts, the ripple effects are creating uncertainty. Questions are emerging about where DEIA efforts intersect with nondiscrimination law, and how far employers can go in promoting inclusion without inviting scrutiny or legal risk.

This session aims to unpack the regulatory shifts and help attendees understand how these developments may affect internal policies and risk exposure. It offers a grounded analysis of the current landscape, without prescriptive solutions, and will assist employers in evaluating their approach in light of ongoing changes.

Who Will Benefit?

This session is ideal for professionals responsible for interpreting federal policy changes, managing workplace compliance, or overseeing diversity-related programs. Those include:

• HR Managers
• Compliance Officers
• Federal Contract Administrators
• DEI Program Leads
• Talent Acquisition Managers
• Labor Relations Specialists
• Policy Advisors
• Grant Administrators
• Organizational Development Leaders
• Senior Executives involved in strategic workforce planning