The inauguration of Donald Trump ushered in a wave of executive actions, and among them was the controversial revocation of Executive Order 11246, known as Equal Employment Opportunity. Originally signed by President Lyndon B. Johnson in 1965, it prohibited discrimination based on race, color, religion, sex, sexual orientation, gender identity, or national origin. This order also mandated federal contractors to adopt affirmative action plans that foster diversity and inclusivity in the workplace, a move many saw as a pillar of DEI (Diversity, Equity, and Inclusion) policies.
Despite this revocation, the Civil Rights Act (CRA) remains firmly in place, meaning discrimination has not suddenly become legal. However, the move weakens longstanding defenses against bias in employment. Trump has long argued that such DEI-focused measures are “dangerous, demeaning, and immoral,” a sentiment echoed by some conservatives who believe affirmative action puts majority groups at an unfair disadvantage.
Critics swiftly responded on social media. As commentator Tim Wise noted:
While Trump can revoke an executive order, he cannot repeal the Equal Employment Opportunity Act of 1972, which Congress passed and President Richard Nixon signed into law. Nonetheless, the rollback sparked immediate criticism. Political strategist Basil Smikle Jr. suggested this move “opens up the door for more cronyism,” highlighting concerns that eroding these protections would disproportionately affect minorities and women, thereby reshaping the workforce landscape.
In an analysis by The Washington Post, experts agree that rolling back federal mandates for inclusive hiring could alter the balance of power in workplaces nationwide. While businesses are still bound by existing anti-discrimination laws, the absence of clear executive-level support could chip away at workplace diversity efforts and reduce accountability for employers.
For those concerned about employment rights and possible workplace discrimination, the official U.S. Equal Employment Opportunity Commission (EEOC) remains a vital resource. Despite shifting policies, the legal frameworks established to protect workers continue to exist, and individuals can seek remedies through these channels if they face discriminatory practices.