Donald Trump’s decision to rescind Executive Order 11246 has reignited conversations about discrimination, fairness, and equality in the workplace. This historic order, first signed in 1965, has long been a pillar of protection for workers, ensuring that hiring and promotion practices are free from discrimination based on race, gender, and other identity factors. By ending this policy, Trump’s executive order also eliminates diversity, equity, and inclusion (DEI) programs across federal agencies and in private sectors that benefited from the initiative.
Advocates for the move applaud it as a step toward creating a truly merit-based system. They argue that such policies ensure hiring decisions are grounded in qualifications, skills, and performance, rather than being influenced by identity-based preferences. Supporters of the revocation believe it levels the playing field by removing what they perceive as biased affirmative action practices, allowing everyone to compete equally based on merit.
However, critics view the decision as a significant setback for marginalized groups who have relied on these protections to combat systemic barriers in the workplace. Without these safeguards, they fear that discrimination could once again become more prevalent, making it harder for underrepresented communities to gain access to job opportunities and career advancement. DEI programs, according to opponents, have been crucial in addressing historic inequities and fostering inclusive environments.
The reaction to this change has been deeply divided. While some hail the decision as a fair and progressive move, others see it as a dismantling of the progress achieved over decades of civil rights advocacy. The revocation of Executive Order 11246 has already started to ripple through workplaces, with many wondering whether it will lead to greater fairness or open the door to further systemic inequities.
