Donald Trump has spent the first two weeks back in the White House bombarding the political, economic and legal atmosphere by signing a deluge of Executive Orders designed to remodel American society seemingly with the intent to turn back the hands of time to the detriment of minorities, women, the disabled, veterans and other underrepresented individuals. These Executive Orders have covered a wide array of issues spanning various diverse topics such as immigration, climate change, birthright citizenship and closing federal departments. And, moreover, they have been executed in seemingly nonstop, rapid-fire succession designed to create “shock and awe” paralysis, frustration, confusion and even hopelessness for those affected by them.
The Legislative Committee (the “Committee”) of the African American Chamber of PA, NJ and DE (“AACC”) has primarily focused its attention on the Executive Orders that will have the largest adverse impact on its members – the one that bans all federal agencies and departments from deploying Diversity, Equity and Inclusion (“DEI”) programs, policies, funding and grants, and further requires federal employees to report any violation of the ban under penalty of sanctions.1
After conferring with and participating in meetings held by legal advocacy organizations, civil rights nonprofits and leaders, contractor and supplier advocates and other stakeholders, the Committee recognizes how critical it is for AACC and Black owned businesses to demonstrate and amplify, this year especially, that the successes and accomplishments achieved by these qualified entities were hard fought, well-earned and deserved through outstanding performance and delivery of services and products. So, in other words, rather than wallow in dismay and despair, AACC and its members must once again disprove and even mock the endless racially stereotypical disparagements voiced by the Trump administration without an ounce of supporting evidence.
First, this abrupt shift abandons policies that have helped dismantle and eradicate entrenched race and sex segregation in high-paying industries historically closed to women and Black, Brown and Asian workers. It also leaves contractors scrambling to navigate a complex regulatory environment, including federal anti-discrimination laws like Title VII and other laws mandating federal contractors take affirmative action with respect to veterans and disabled workers — all of which remain in place.
More broadly, the Executive Orders seek to intimidate all employers — ranging from private organizations and federal contractors and grantees to state and local entities — into abandoning DEIA initiatives, using vague and threatening language to create fear of enforcement actions.2 The strategy is obvious and patently clear: Bully everyone into dropping programs that ensure equitable workplaces by falsely equating diversity efforts with discrimination.
Read the complete article In-Depth Brief DEI and Executive Orders
