On January 20, Inauguration Day, President Donald J. Trump issued an executive order titled Ending Radical and Wasteful Government DEI Programs and Preferencing to eliminate diversity, equity, and inclusion (DEI) agendas in the United States. While the term “DEI” has stirred debate across the media, what does it really mean to those who come from diverse backgrounds?
DEI programs exist to promote the fair treatment and full participation of all people, particularly groups who have historically been underrepresented or subject to discrimination based on identity or disability. They focus on representation and equal opportunities across gender, ethnicity, nationality, sexual orientation, religion, disability, and age.
According to whitehouse.gov, Trump’s executive order states: “The Biden Administration forced illegal and immoral discrimination programs, going by the name ‘diversity, equity, and inclusion’ (DEI), into virtually all aspects of the Federal Government, in areas ranging from airline safety to the military.”
The words “illegal” and “immoral discrimination” frame DEI as a threat, yet it is far from that. Equity does not take opportunities away; it ensures everyone has access to them. DEI establishes a baseline for those who have never had as many opportunities granted to them as more privileged communities. One cannot discriminate against those who are historically underserved.
Now, why is DEI so important to me? Growing up in a Mexican-American household, I’ve been brought up in a family that has empowered me to represent who I am. “You’re Mexican-American,” my mami always repeated to me. I’ve never shed an ounce of shame for who I am and where I come from. I’m proud to represent my roots, and others should be too.
In my opinion, the elimination of DEI diminishes the opportunities for individuals to embrace their identities in the workplace and access the resources they need to succeed. This fault silences the voices of those who have historically been overlooked and undermined. The progress made toward creating inclusive spaces where everyone, no matter their background, can thrive.
As a Mexican-American woman aspiring to work in STEM, I see DEI as a privilege. It opens doors for people—both similar to and different from me—to reach their full potential. DEI does not limit opportunities for others; it establishes a baseline for those who have been underrepresented. It levels the playing field, not by lowering the bar but by ensuring everyone has the tools to reach it. I don’t have the same privileges as my more privileged peers, yet DEI pushes individuals to explore beyond the limits society has placed on them.
Whether someone comes from a lower socioeconomic background or belongs to a marginalized group, DEI ensures they have access to the same opportunities as their more privileged counterparts.
Some might argue that removing DEI ensures that only the “best of the best” work in companies. However, these spaces will lack diverse thought, ultimately impeding their ability to create solutions that account for multiple perspectives. Innovation does not come from uniformity; it thrives in spaces where different ideas and experiences collide. The future of our world is at risk—not just from the erosion of rights but from a system that benefits those in power while maintaining the status quo.
The effects of eliminating DEI are already visible. Google, for example, has modified its calendar, removing dates for cultural and recognition events such as Black History Month, Pride Month, Women’s History Month, Indigenous Peoples’ Day, Hispanic Heritage Month, Jewish American Heritage Month, and Holocaust Remembrance Day. Meanwhile, Google’s parent company, Alphabet, has cut DEI efforts and hiring goals within their companies.
Companies aren’t the only targets. On February 14, the U.S. Department of Education set a deadline of February 28 for K-12 schools, colleges, and universities to eliminate race-specific programming or face funding cuts. This includes ending the use of race in admissions, hiring, promotions, compensation, financial aid, scholarships, prizes, administrative support, discipline, housing, graduation ceremonies, and all other aspects of student and campus life.
I genuinely believe there is beauty in DEI. Diversity fosters inclusivity, creating an environment where people can support one another. It is not about exclusion—it is about breaking barriers that should never have existed in the first place.
Some argue that DEI initiatives lead to tokenism, hiring or promoting individuals to meet diversity quotas rather than merit. But workplaces need diversity. Even in traditional hiring practices, some individuals are brought on not because they are fully qualified but because they show the ability to learn and grow within a company. Recruiters and hiring departments value potential. A college or university wouldn’t accept a student if they didn’t believe they could handle the rigor of their academics.
Diversity is not a threat—it is the foundation of progress. When we embrace DEI, we create spaces that reflect the world around us, ensuring that a multitude of perspectives drives innovation. Without it, we risk stagnation, exclusion, and a future shaped only by those who have always held power.
Our world is diverse, so our future should be too.