Central Oregon Disability Support Network serves families with children with disabilities across eight Oregon counties.
Bend, Ore. – An Oregon nonprofit serving kids and families with disabilities may be forced to shut down many of its services, after losing a major federal grant.
The U.S. Department of Education just notified Central Oregon Disability Support Network it would not continue the final payment of a five-year grant. Executive Director Dianna Hansen says CODSN stands to lose $150,000, “Which doesn’t seem like a lot, when you’re the federal government. But it’s a lot for our small nonprofit that serves eight small counties in Oregon.” She adds, “Essentially, it’s almost half of our budget.” The nonprofit plans to appeal, but Hansen says, if the decision stands, “We’re going to be laying staff off. We’re going to be closing if not all, most of our offices.”
Hansen says USDOE said in its “Notice of Non-Continuation,” the department pulled the funds because of two lines in the original 50-page application submitted in 2021, which mentions DEI training, “‘Both our board and staff continue to actively pursue professional development to diversity, equity and inclusion.’” But Hansen tells KXL that training was conducted from 2018-2020, before the grant was awarded. And, “It was training for our board and staff to really understand the diverse types of disability.” She says they learned about the differences in needs for someone who is visually impaired, compared to someone in a wheelchair. And, Hansen says, they learned more about workign with the types of families CODSN serves, “It was really around understanding families in poverty and generational differences- we serve a lot of grandparents raising grandchildren.” Click here to read CODSN’s officials response.
Hansen notes nearly every other state applicant in the federal program included similar language, but, “They only removed the grants from Oregon, New York and Washington state.” She says no one from USDOE reached out for clarification on the language used in the 2021 application, nor was there an opportunity to update the nonprofit’s information.
CODSN’s grant funds a parent resource center serving 4,000 families navigating special education systems across eight rural Oregon counties, include Deschutes, Jefferson and Wheeler counties.
Several members of Oregon’s Congressional delegation pledged to help restore the funding. Hansen says only Rep. Cliff Bentz did not respond to her request.
Creating safe, inclusive classrooms feels more challenging in some places across the United States—but it’s far from impossible. Here’s how real teachers are ensuring that every student and family feels safe, seen, and welcome in 2025.
Teaching in 2025: The Challenges of a Divided Country
In a recent survey, teachers told us they’ve been requested or required to avoid discussion of LGBTQ+ subjects, lessons on slavery and women’s rights, and ICE raids at schools. These stories aren’t new, of course. For decades, administrators and legislators have placed restrictions on what teachers can say and do in their classrooms when it comes to diversity, equity, and inclusion topics. But the situation has gotten tougher in many areas over the last few years.
“My administrators have advised me to avoid discussions about politics, deportations, and LGBTQ+ issues,” one Colorado high school teacher told us. “I also have been instructed to steer students away from sharing their opinions on these issues. Similarly, I have been advised not to put up any posters in my classroom that might offend (conservative) parents who visit the school.”
Another high school teacher noted that their school has banned many books for language or content, often those featuring diverse characters. “So in the end, we teach almost no books that have Black characters because of fear of offending someone or fear of exposing actual social problems the Black community has faced.”
How To Create Inclusive, Welcoming Classrooms Despite Restrictions
Here’s the good news: Teachers across the country are still dedicated to making their students feel safe and welcome in their classrooms. They’re finding creative, thoughtful ways to comply with new restrictions while still ensuring everyone feels seen and represented. Here are their suggestions and ideas for creating your own inclusive classroom, no matter where you teach.
We Are Teachers
1. Change your wording, but keep the message.
This past spring, one Idaho teacher went viral for sharing her banned “Everyone Is Welcome Here” sign. In response, the State of Idaho doubled down, passing a law that specifically bans school signs that “represent a political, religious, or ideological viewpoint”—a broad category, to say the least.
While Idaho is the first to put this type of ban into law, plenty of teachers face opposition to their diverse and inclusive classroom decor. So, how are teachers dealing with bans like these? They’re choosing their words with care.
“I have been more creative with signs for displays,” says a Kansas teacher. “It might say ‘Stand Up for What Is Right’ rather than using words like ‘social justice.’ Or I might reference welcoming ‘newcomers’ rather than using the term ‘immigrant.’”
Krys E. teaches in Alaska and uses a lot of social-emotional learning materials that say things like “Be Strong” or “Be a Leader.” Wording like this avoids recommending specific actions but encourages students to make the choices that feel right for them.
2. Use images of your students and their families to decorate the classroom.
What better way to make everyone feel seen than by literally hanging them on your classroom walls? “I am having my students (a diverse group) draw and create decorations that represent them,” says a Texas preschool teacher. She plans to hang family photos with all types of diversity shown, plus self-portraits reflecting a variety of skin tones and individual differences.
Several teachers recommended hanging family photo walls in your classroom, so every student has a chance to be represented. Encourage families to share pics of themselves celebrating the holidays they love, eating or cooking their favorite foods, or participating in community events. Tip: If families aren’t comfortable sharing pictures, have kids draw their families instead.
3. Hang a culture wall.
Looking for a good back-to-school activity? Here’s what one Colorado high school teacher does to set the tone for a welcoming environment: “I have students create a culture wall to honor diversity in the classroom. They can make a poster about their own culture, or they can choose another culture that interests them. The posters usually include the country’s flag, national food, national animal, currency (money), famous figures, landmarks, etc.”
4. Reach out to and welcome all families.
The best way to make people feel safe and welcome? Tell them that they are, and demonstrate it every day in meaningful ways. A Texas preschool teacher explains that she works hard to welcome all families, inviting them to visit campus as often as possible. Here are a few more tips for creating inclusive and welcoming classrooms for all sorts of families:
Learn to pronounce all of your students’ and parents’ names properly, and use their correct titles and forms of address.
Use communication apps that can help translate and facilitate your interactions with families that don’t speak English well (or at all).
Offer a variety of different family events so everyone has a chance to participate. Vary the dates and times, offer foods everyone can eat, and accommodate cultural expectations that may be different from your own.
Katie H. for We Are Teachers
5. Encourage all students to explore new experiences and learn about their classmates.
The “Contact Hypothesis” states that when people from different backgrounds interact in meaningful ways, prejudice and stereotypes tend to decrease. Research backs this up: Direct contact with people who are different from ourselves has a stronger effect on tolerance than just learning about differences in a vacuum.
Katie H. teaches preschool in Texas, where she makes welcoming differences a part of her curriculum. “At the beginning of the year, we have intentional conversations about how our homemade foods (or cafeteria food) might look/smell different and how wonderful that can be.”
Michigan teacher Paulette Pepin recommends “allowing students to share their special gifts and teach classmates” about their personal experiences. Encourage students to show respectful interest in other’s foods, traditions, or cultures, and invite families to share a variety of learning and cultural experiences together throughout the school year.
6. Choose books that demonstrate inclusivity and diversity without directly addressing specific topics.
“With the Texas Legislature’s new ‘Parents’ Bill of Rights,’ our admin encouraged us to only use books that are currently in the district library,” a Texas pre-K teacher notes. Fortunately, children’s literature has greatly increased diversity and representation in recent years.
While there are indeed a lot of books that address topics some consider controversial, there are also many others that simply make diversity a matter-of-fact part of the story without drawing attention to it. It’s easy to find books that show a wide variety of skin tones, family types, and other inclusive characters like those in a wheelchair or with hearing aids.
Tip: Review sites like Kirkus often include information about diverse representation (or lack thereof) in books. For instance, in a review of a new book about finger counting games for kids, Kirkus includes this helpful note: “Woodcock’s illustrations employ crayoned linework and painted and spattered color to portray busy children with varied skin tones, hair textures, and abilities.”
Be sure to include books written and illustrated by diverse creators, too, no matter what the topic. Just seeing author/illustrator pictures or names that represent their own cultures can make a big difference for kids.
7. Use toys, games, and videos that show diverse people as a matter of course.
Katie H. makes an effort to be sure all kids see themselves represented through toys in her Texas preschool classroom. “We include multicultural and diverse-ability toys in our dollhouse and kitchen center, and include discussions on how families can be composed differently.”
Katie H. for We Are Teachers
In younger classrooms, ensure your dolls and figurines include multiple skin tones, hairstyles, and physical differences (the ones shown here come from Lakeshore Learning). When choosing videos to share with classes of any age, look for those that incorporate people or characters from many cultures, countries, or backgrounds. As with books, just seeing themselves represented onscreen can be a powerful tool for making kids feel included.
8. Emphasize kindness.
In every situation, teaching students to be kind to one another is always appropriate. Demonstrate and model empathy, and take time to recognize kind behavior whenever you see it. Show students that even when you don’t agree, you can still be kind and respectful to one another.
Many lessons about kindness automatically encourage tolerance and respect for diversity without drawing specific attention to it. Erika O., a 4th grade teacher in Texas, recommends checking out Steve Hartman’s Kindness 101 videos. For older students, explore TED Talks on kindness or empathy to spark conversations.
9. Don’t sweat the small stuff.
Every teacher knows that no matter how hard you try to create inclusive classrooms, you’re always going to run into problems that seem petty to you but urgent to others. In these cases, it can sometimes be best to bite your tongue, go along with the potentially frustrating request, and find other ways to accomplish the same goal.
For instance, one Massachusetts PE teacher was told she couldn’t use the word “yoga” with her students. “I just called it stretching, because it was all the same no matter what you call it,” she says. Her students still learned the valuable mind-body exercises, and in the end, that was what mattered.
10. Speak up and speak out when and where you can.
If you’re lucky enough to have the freedom to teach and talk about diverse and inclusive topics in your classroom, don’t let the opportunity pass!
“I teach in a school where I, as a white person, am in the ethnic minority and our curriculum is intentional about using diverse authors and mindsets,” explains Liz M., a Massachusetts teacher. “I created stickers that go on frequently banned books [in our library] as a way of encouraging students to read diverse stories that other schools are trying to hide.”
We Are Teachers
When you’re faced with challenges to diversity, equity, and inclusion in your own classroom, you’ll ultimately need to follow your own heart. “I make sure we have a Pride Club every year despite being the only middle school in the area with one,” says Sasha T., a middle school teacher and school Pride Advisor in Washington who has been pressured not to hang signs or distribute flyers. “I make sure I use correct pronouns, names, and make sure all students are heard and respected in my classroom.”
Illinois elementary teacher Amanda A. shares, “I had a parent very, very upset that I informed their child that colors are for everyone, and anyone can like pink, purple, blue, etc.” Her response? “I continue, with the protection of my tenure and my union.”
Resources for Creating a Welcoming, Inclusive Classroom in 2025
Ultimately, every teacher has to make their own choices about how important diversity, equity, and inclusion are in their classrooms. If you’re feeling overwhelmed or discouraged in the face of new legislation or local administrative rulings, consider starting a conversation in the We Are Teachers HELPLINE group on Facebook. Other educators are always willing to help you process challenges and brainstorm constructive solutions.
Here are a few more resources to support a welcoming atmosphere for every one of your students and their families:
Why doesn’t Hermes just produce more bags and then everyone can have a Birkin? That’s basically the argument of people pressing President Donald Trump to declare a housing emergency.
The fact is there’s plenty of housing, just not in the most desirable neighborhoods. Population growth is slowing, deportations are increasing and new home construction already outpaces family creation. The shortage is a myth created by activists so they can force residential living patterns to conform to DEI dogma.
A simple calculation proves it. The Census Bureau collects annual data on both the number of households and the available housing stock. The latest data shows 131.3 million households and 146.5 million housing units, an excess supply of over 15 million units.
The housing shortage is a myth created by activists so they can force residential living patterns to conform to DEI dogma. (Jordan Vonderhaar/Bloomberg via Getty Images)
Activists cannot deny the excess so instead, they argue that it is not enough.
A well-functioning housing market has a natural vacancy rate. Just as labor markets need unemployment for efficient job matching, housing markets need vacancies for buyer-seller alignment, renovations and seasonal use.
Activists say that rate should be 12% instead of the current 10%, and to hit that target an additional 1 million units are needed. But they are cherry-picking the baseline rate. Census data tracked since 1965 shows vacancy rates have fluctuated wildly, ranging from 8.3% to 14.5%. There is no stable “natural rate.” Today’s 10% rate falls well within this historical range. When you stop using artificially high assumptions, the shortage disappears entirely.
Perhaps anticipating this, activists also argue that demand is higher than census data shows. First, they claim construction has fallen behind historical trends, from 1.5 million units annually in 1968-2000 to 1.23 million since 2001, creating a cumulative deficit. Second, they argue for massive pent-up demand, claiming millions of people would form separate households if housing were cheaper, using statistical models to estimate 3-5 million “missing” households.
Both arguments assume demographic conditions that no longer exist. America has transitioned from rapid population growth of over 1% annually before 2000 to a more stable 0.5% today, projected to reach 0.1% by 2055. The next 30 years will add 23 million people versus 70 million in the prior 30 years, reflecting lower birth rates and longer lifespans. Deaths will exceed births by 2038 as the population matures. Meanwhile, the current administration targets deporting one million people annually, a figure not included in Census projections that assume stable immigration.
Like Birkin bags, the real problem isn’t supply, it’s that people want exclusive neighborhoods, and no amount of construction changes that reality. What’s really going on here is that activists are manufacturing a housing crisis in order to impose a DEI regime on where people choose to live.
This is a corruption of the Fair Housing Act (FHA), which was focused on equality of opportunity not results. The bill did aim to disrupt segregated living patterns but only through the narrow mechanism of eliminating overt housing discrimination. In particular, restrictive covenants, redlining and explicit racial barriers.
As the legislative history records, the goal was to ensure families could live “where they wish and where they can afford,” acknowledging that financial capacity remained a valid constraint on housing choice.
Today’s activists have abandoned that sensible framework. Instead, they want to eliminate disparities in living patterns by lowering community standards through government coercion. Their chief target is local zoning laws, which serve the important function of maintaining community character. It’s why Washington, D.C., which bans skyscrapers, doesn’t look like Manhattan.
New York City’s Economic Development Corporation exemplifies this approach, scolding neighborhoods like the Upper East Side, SoHo and the West Village for “restrictive land use regulations” that limit density. They explicitly note that “Community Districts producing the least affordable housing are disproportionately white.” Their demographic focus reveals the true agenda.
The Obama administration weaponized this logic through HUD’s Affirmatively Furthering Fair Housing rule, forcing towns that accepted federal funding to eliminate zoning laws and to provide detailed reports on racial demographics. The effort had an important political dimension. By forcing high-density, low-income housing into suburban communities, activists aimed to flip red areas blue.
President Trump recognized the stakes in his first term, and tasked a White House team led by John McEntee to eliminate the rule, which they did in 14 days. Biden reinstated it, but HUD Secretary Scott Turner wisely eliminated it again soon after taking office.
Unfortunately, some Republicans and Libertarians have fallen for the housing shortage hoax and still don’t realize that eliminating sensible neighborhood standards like zoning are a stalking horse for imposing DEI quotas. This is a problem because housing activists continue to push their radical agenda aggressively at the state level.
In 2021, Massachusetts passed a controversial law forcing the 177 towns along the commuter rail line to change their suburban zoning laws to permit high-density low-income housing. The bill was drafted to look optional and incentive-based, but officials are enforcing it as mandatory. Similar efforts are afoot nationwide, amplified by liberal columnists like Paul Krugman calling for “increasing population density,” meaning eliminating suburban single-family zoning.
Democrats have brought DEI quotas to every institution in America. Your neighborhood is next. That’s the real housing crisis.
Paige Bronitsky is a property attorney who served as a deputy assistant secretary at HUD and as a White House senior advisor in the first Trump administration. Follow @PaigeBronitsky.
Daniel Huff served as a deputy assistant secretary at HUD and White House lawyer in the first Trump administration. Follow @RealDanHuff.
Citing state policy on tenure, elimination of diversity, equity, and inclusion initiatives, and the cost of living, Florida faculty laid out their frustrations in a recent survey.
In a Faculty in the South survey conducted by various conferences of the American Association of University Professors, 31% of Florida respondents said they have applied for a job outside of Florida since 2023. That number was 25% among all survey respondents in the South.
The same, 31% of Florida respondents, said they plan to seek employment in another state during the next hiring cycle.
“The governor of Florida threatens at every turn to take funding away so administration at colleges don’t stand up to him or board of education. I no longer have any motivation or creativity to make courses better,” a tenured professor at a public community college wrote.
The survey focused on policy affecting employment, including whether faculty would recommend working in their state to up-and-coming academics, and trends in applications for faculty positions. It included nearly 200 responses from Florida faculty among its nearly 4,000 responses across Alabama, Arkansas, Georgia, Kentucky, Louisiana, Mississippi, North Carolina, South Carolina, Tennessee, Texas, and Virginia.
The survey concluded with an open-ended question asking faculty to provide examples of how “attacks on higher education are directly impacting your work.” It did not report respondents’ identities beyond basic demographics like gender, race, tenure status, years of experience, and type of institution they teach at.
‘Walking on egg shells’
“Students report any classroom discussion they don’t like directly to the Governor’s office. Everyone is afraid all the time,” one woman teaching at a public four-year school wrote. “I have stopped teaching books that might be in any way controversial. I don’t open up general discussion in class but ask only direct questions that will elicit non-controversial answers. I need health insurance so I can’t just quit.”
The state scanning course materials for disfavored viewpoints was a widespread stressor for many faculty.
“Most of the courses I’ve taught for decades now violate state and university mandates,” a man teaching at a Florida tier-one research university said.
As of earlier this year, Florida institutions’ general education courses no longer contained “indoctrinating concepts,” State University System Chancellor Ray Rodrigues proclaimed in January.
Florida universities have conducted a review, required by a 2022 law, of general education courses to ensure that they do not “distort significant historical events or include a curriculum that teaches identity politics.”
“I’m continually worried that the content of my clases [sic] will be flagged as “DEI” because I am a historian of the Caribbean, a region mostly populated by non-white people,” one professor said.
One women’s studies professor described the effect as “Constant anxiety, walking on egg shells trying to anticipate what would be used against me/us.”
More than a third, 34%, of Florida respondents said administrators have questioned syllabi or curricula choices for their courses. Among all states surveyed, half as many, 17%, indicated administrators questioned their curricula.
One professor said that since the state and federal government have made illegal “a wide range of Constitutionally protected components of speech and expression,” “I must break the law in order to tell the truth. Because I’m hired to tell the truth, and because I’m much more committed to the truth than to the law, I break the law. This means I am expecting to be arrested in front of a classroom any day, for actions that are illegal only as a result of the right-wing fad of the most recent decade.”
Nearly three in four, 71%, of faculty in Florida who were surveyed said they would not encourage a graduate student to seek employment in Florida.
“I am going to take early retirement despite a great job and salary. The threats are real and I am exhausted, between fighting this and fighting AI and poorly prepared, lazy, unethical students,” a tenured professor at a four-year public university wrote.
Higher education funding cuts have been the subject of nationwide political debate, including Florida State University reporting that it lost $100 million in federal grants, although $83 million of that has since been reinstated, the school’s president said last week.
About one-in-10, 11%, said they have had a federal contract ended by the Trump administration.
“The loss of vital federal grants has removed opportunities from me and my colleagues,” one professor wrote. “Attacks on LGBTQ students, immigrants, and diversity have also made it difficult to recruit promising graduate students or to guarantee their health and safety. Florida colleges being forced to remove diversity languages has destroyed years of valuable work, overturned an incredible general education curriculum, taken power and governance away from faculty, and wasted a lot of valuable time.”
Tenure troubles
Since 2023, professors in Florida with tenure have been subject to post-tenure review, graded on standards crafted by university trustees relating to research performance, teaching, service, and compliance with state laws and university policies.
Of the nearly-one-third who recently applied for an out-of-state job, tenure and DEI issues, academic freedom, the political climate, and cost of living were among the most common concerns.
Respondents said the number of applications for coworkers’ positions, as well as the quality of applicants, have decreased.
“Our department is trying to improve, but we have had several failed searches in recent years because candidates don’t want to move to Florida because of the broad political climate and the fact that tenure protections functionally no longer exist here,” a tenured public university professor said.
Some faculty said they have not experienced problems with “attacks on higher education,” one stating, “I haven’t felt any — Florida is great!.” Another said, “They’re not, and freedom in the classroom still persists, and I am at a public university in… wait for it… FLORIDA…”
“I find that I’m having to spend more time explaining to students why they need to use evidence to support their views and why clear arguments are important,” a professor at a private institution wrote.
One professor complained that “our board of trustees stacked with heritage foundation members, our president was forced out and replaced by a republican politician.” Course materials face heightened scrutiny, this professor added.
“The climate of persecution, retaliation, and ideological imposition makes it impossible to teach my discipline accurately or well without opening oneself to disciplinary measures,” that professor said. “While New College got a lot of headlines, similar invasions of public universities are happening with no national press, leaving those of us who work here isolated and vulnerable to attack.”
Gov. Ron DeSantis orchestrated a shake-up of the University of West Florida Board of Trustees in a more conservative light earlier this year and that institution is now led by a former GOP lawmaker.
Results for the survey were collected throughout August and more than 60% of respondents said they are tenured. Last year’s iteration of the survey featured responses from about 350 Florida professors.
“There is a lower threshold of critical thinking because everyone is fearful about what is ‘allowed’ vs. ‘banned’ by law. The fear and the self-censorship is widespread. Our administration, now saddled with a governor-imposed, unqualified hire as a President, is understandably more cautious rather than vocal about protecting academic freedom,” one professor wrote.
A large Washington-based medical association announced Tuesday they had reached a settlement with the Trump administration requiring the restoration of dozens of public health web pages and datasets tied to diversity, equity and inclusion (DEI) and gender identity.
The Department of Health and Human Services (HHS) did not comment on the settlement, but told Fox News Digital it remains “committed to its mission of removing radical gender and DEI ideology from federal programs, subject to applicable law, to ensure taxpayer dollars deliver meaningful results for the American people.”
The Washington State Medical Association and Doctors for America sued HHS and other agencies in May after the Trump administration, following executive orders in January, directed the removal of hundreds of web pages and datasets that referenced gender identity or diversity, equity and inclusion, LGBTQ+ health, racism, vaccines, opioid use, and Biden-era abortion policies on federal health websites.
Medical groups sued the Trump administration in May after hundreds of web pages were removed following Trump’s executive orders.(Getty Images)
The settlement requires the Trump administration to restore the deleted health web pages, though officials have not said when they will go back online. Once reposted, the guidance will again be available to doctors and patients as the president continues his push to terminate federal DEI programs.
As of Tuesday, the medical association said the defendants “have agreed to restore webpages and data that were wrongfully deleted, ensuring that these critical resources are once again available to physicians, scientists, medical professionals, and the American public.”
“I am extremely proud of the health care community in Washington state and our partners in this case for pushing back on this egregious example of government overreach,” Dr. John Bramhall, president of the WSMA, said in a statement.
In February, Bush-appointed U.S. District Judge John Bates issued a temporary restraining order requiring the content be restored while the case proceeded. The parties later agreed to pause the case in August while negotiating a resolution, leading to this week’s announced settlement.
President Donald Trump, joined by female athletes, signed the “No Men in Women’s Sports” executive order in the East Room at the White House on Feb. 5, 2025 in Washington, DC.(Andrew Harnik/Getty Images)
Court records filed Aug. 15 show both sides told the judge they had reached a settlement “in principle” and asked for a 45-day pause to finalize the deal. Biden-appointed U.S. District Judge Lauren King granted the request, formally putting the case on hold while the agreement is implemented.
Defendants in the lawsuit include HHS Secretary Robert F. Kennedy Jr., Centers for Disease Control and Prevention (CDC) Acting Director Matthew Buzzelli, the National Institutes of Health (NIH) Director Jay Bhattacharya, the Food and Drug Administration (FDA) Commissioner Martin A. Makary, and Health Resources and Services Administration (HRSA) Administrator Thomas J. Engels.
Web pages from the FDA, NIH, HRSA, Department of Justice (DOJ) and Department of Veterans Affairs (VA) were also removed, according to the medical group’s complaint.
Among the removals included the CDC’s page on supporting LGBTQ+ youth and another with facts about LGBT youth suicide. The NIH took down its Sexual & Gender Minority Research Office site, while the HHS erased an entire web page on abortion-related resources. The VA also removed a page offering guidance on medical care for LGBTQ+ veterans.
Health and Human Services Secretary Robert F. Kennedy Jr. is one of the defendants in the medical web page lawsuit against the Trump administration.(Andrew Harnik/Getty Images)
The Washington State Medical Association represents more than 13,000 health officials and medical students across all specialties in Washington state, according to its website.
In January, the Trump administration began purging web pages not aligned with the president’s executive orders titled, “Defending Women from Gender Ideology Extremism and Restoring Biological Truth to the Federal Government” and “Ending Radical and Wasteful Government DEI Programs and Preferencing.” The orders directed federal agencies to recognize sex as only male and female and terminated DEI initiatives.
Jamie Joseph is a U.S. Politics reporter for Fox News Digital covering transgender and culture issues, the Departments of Education and Health and Human Services, and stateside legislative developments.
The U.S. Justice Department (DOJ) has launched an investigation into the California Environmental Protection Agency (CalEPA) over accusations of racial equity-based hiring practices.
In a letter dated Wednesday, the DOJ notified the state environmental agency of an investigation into whether it “is engaged in a pattern or practice of discrimination based on race, color, sex, and national origin in violation of Title VII of the Civil Rights Act of 1964.”
“Our investigation is based on information that CalEPA may be engaged in employment practices that discriminate against employees, job applicants, and training program participants based on race, color, sex, and national origin in violation of Title VII,” Harmeet K. Dhillon of the DOJ’s Civil Rights Division wrote in the letter.
The U.S. Justice Department has launched an investigation into the California Environmental Protection Agency over accusations of racial equity-based hiring practices.(Samuel Corum/Bloomberg via Getty Images, left, and MANDEL NGAN/AFP via Getty Images, right.)
The letter specifically cites CalEPA’s “Practices to Advance Racial Equity in Workforce Planning” document that promotes “applying a racial equity lens to every phase of workforce development” and states that “interview panels should reflect racial, ethnic, gender and other diversity as much as possible.”
“Including different groups of people and perspectives in the hiring process, including people of color, can lessen the impact of in-group bias in hiring,” the document reads.
Harmeet Dhillon said the probe is looking into whether CalEPA “is engaged in a pattern or practice of discrimination based on race, color, sex, and national origin.”(Chip Somodevilla/Getty Images)
The document also urged hiring managers to engage in “screening practices” that account for “cultural competency and lived experience.”
“When forming the screening criteria, broaden the focus on applicable knowledge, skills, and abilities to include points in the Screening Criteria Scoring Key pertaining to cultural competency and lived experience,” it reads.
In a statement announcing the probe, Dhillon said, “Race-based employment practices and policies in America’s local and state agencies violate equal treatment under the law.”
The letter specifically cites CalEPA’s “Practices to Advance Racial Equity in Workforce Planning” document.(Ting Shen/Bloomberg via Getty Images)
The Education Department said George Mason University in Fairfax, Virginia, violated federal civil rights law by using race in hiring and promotion practices.
The Education Department said George Mason University in Fairfax, Virginia, violated federal civil rights law by using race in hiring and promotion practices.
The department’s Office for Civil Rights cited Title VI of the Civil Rights Act of 1964, which prohibits discrimination on the basis of race, color or national origin, and called out GMU President Gregory Washington’s leadership and direction.
Acting Assistant Secretary for Civil Rights Craig Trainor said in a statement Friday that Washington “waged a university-wide campaign to implement unlawful DEI policies that intentionally discriminate on the basis of race.”
George Mason University said in a statement the Education Department’s finding is a “serious matter.”
“The Board is reviewing the specific resolution steps proposed by the Department of Education. We will continue to respond fully and cooperatively to all inquiries from the Department of Education, the Department of Justice and the U.S. House of Representatives and evaluate the evidence that comes to light,” the university said.
The university has 10 days to address the allegations, which includes a proposed resolution agreement listed by the Education Department.
Under the proposed agreement, Washington would have to issue an apology and a statement to students and employees that relays the university’s commitment to complying with Title VI in hiring and promotion practices. He would also pass along directions on how to file a discrimination complaint.
The university would have to publish Washington’s statement on its website and remove “any contrary statements,” according to the Education Department news release.
The agreement calls for GMU to give staff who are responsible for hiring and promoting employees an annual training on Title VI.
The university is also being asked to assign an employee to coordinate the implementation of the proposed agreement and make all records available to the government upon request.
The Office of Civil Rights initially began its investigation into the university on July 10, based on a complaint filed by multiple professors alleging that GMU leadership has adopted unlawful diversity, equity and inclusion policies. The professors alleged the policies, which began in 2020, give preferential treatment to prospective and current faculty from “underrepresented groups” to advance “anti-racism.”
The Education Department’s criticism of Washington comes after the university president received a raise from the board of visitors earlier this month.
GMU is one of several colleges under scrutiny for DEI policies, as Donald Trump’s administration has mounted a rollback of federal DEI programs, meaning institutions that continue those initiatives could lose federal funding or face other consequences.
WTOP’s Abigail Constantino and Jessica Kronzer contributed to this report.
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WASHINGTON — A divided Supreme Court said Thursday the Trump administration may cancel hundreds of health research grants that involve diversity, equity and inclusion or gender identity.
The justices granted an emergency appeal from President Trump’s lawyers and set aside a Boston’s judge order that blocked the canceling of $783 million in research grants.
The justices split 5-4. Chief Justice John G. Roberts Jr. joined the court’s three liberals in dissent and said the district judge had not overstepped his authority.
The court’s conservative majority has repeatedly sided with the administration and against federal judges in disputes over spending and staffing at federal agencies.
In the latest case, the majority agreed that Trump and his appointees may decide on how to spend health research funds allocated by Congress.
Upon taking office in January, Trump issued an executive order “ending radical and wasteful government DEI programs and preferencing.”
A few weeks later, the acting director of the National Institutes of Health said the agency would no longer fund “low-value and off-mission research programs, including but not limited to studies based on diversity, equity, and inclusion (DEI) and gender identity.”
More than 1,700 grants were canceled.
Trump’s lawyers told the court the NIH had terminated grants to study “Buddhism and HIV stigma in Thailand”; “intersectional, multilevel and multidimensional structural racism for English- and Spanish-speaking populations”; and “anti-racist healing in nature to protect telomeres of transitional age BIPOC [Black, Indigenous, and People of Color] for health equity.”
California Atty. Gen. Rob Bonta and his counterparts from 15 Democrat-led states had sued to halt what they called an “unprecedented disruption to ongoing research.” They were joined by groups of researchers and public health advocates.
The state attorneys said their public universities were using grant money for “projects investigating heart disease, HIV/AIDS, Alzheimer’s disease, alcohol and substance abuse, mental-health issues, and countless other health conditions.”
They said the NIH had terminated a grant for a University of California study examining how inflammation, insulin resistance and physical activity affect Alzheimer’s disease in Black women, a group with higher rates and a more aggressive profile of the disease.
Also terminated, they said, was a University of Hawaii study that aimed to identify genetic and biological risk factors for colorectal cancer among Native Hawaiians, a population with increased incidence and mortality rates of that disease.
In June, the Democratic state attorneys won a ruling from U.S. District Judge William G. Young, a Reagan appointee. He said the sudden halt to research grants violated a federal procedural law because it was “arbitrary” and poorly explained.
He said Trump had required agencies “to focus on eradicating anything that it labels as Diversity, Equity and Inclusion (“DEI”), an undefined enemy.” He said he had tried and failed to get a clear definition of DEI and what it entailed.
When the 1st Circuit Court refused to lift the judge’s order, Trump’s Solicitor Gen. D. John Sauer appealed to the Supreme Court in late July.
The solicitor general argued that Trump’s order rescinded an executive order from President Biden in 2021 that mandated “an ambitious whole-of-government equity agenda” and instructed federal agencies to “allocate resources to address the historic failure to invest sufficiently, justly, and equally in underserved communities.”
He said the new administration decided these DEI-related grants “do nothing to expand our knowledge of living systems, provide low returns on investment, and ultimately do not enhance health, lengthen life, or reduce illness.”
Q3 Flash Survey Highlights Strategic Pivot by Healthcare IT and Supply Chain Executives Toward Selective, Compliance-Driven ESG and Diversity Programs
WASHINGTON, DC, July 14, 2025 (Newswire.com)
– Black Book Research today released findings revealing significant shifts among U.S. healthcare organizations. including health system leaders, materials management executives, IT departments, Group Purchasing Organizations (GPOs), and IT vendors in their approaches to Environmental, Social, and Governance (ESG) and supplier diversity initiatives. These adjustments are driven by evolving federal policies, regional regulations, and shifting priorities within the healthcare industry.
Key Findings from the 2025 Survey:
Reduced Emphasis on ESG and Diversity Efforts: According to Black Book Research’s Q2 2025 survey, 83% of healthcare executives reported reducing the visibility or scale of ESG and supplier diversity programs over the past year. Changing regulatory landscapes and shifting leadership priorities are identified as major factors influencing these adjustments.
Compliance-Driven and Member-Requested Implementation:76% of surveyed executives indicated that their organizations now implement ESG and supplier diversity programs only in response to specific state regulations or explicit demands from member hospitals or health system leadership, rather than through broad, organizational mandates.
Strategic Flexibility in Compliance: Approximately 68% of respondents reported adopting a more selective, fragmented approach to ESG and diversity initiatives. Organizations are increasingly focused on maintaining compliance primarily in regions with stringent regulatory environments, while de-emphasizing efforts elsewhere.
Vendor and GPO Actions Reflect Client Demand: Of the surveyed IT vendors and GPOs, 96% noted their ESG and diversity investments are being maintained or expanded solely in response to explicit client or member requests, rather than as standardized policies across the board.
Notable Shift from Previous Year: This targeted, compliance-driven strategy contrasts sharply with the previous year, when 79% of healthcare executives expressed intentions to expand ESG and diversity initiatives. The 2025 survey results signal a clear realignment of healthcare organizations’ priorities and investments nationwide.
“Our latest findings demonstrate how healthcare organizations are strategically recalibrating their ESG and diversity efforts amid regulatory uncertainty and shifting economic conditions,” said Doug Brown, Founder of Black Book Research. “The emerging trend emphasizes focused, stakeholder-driven approaches replacing broader, less targeted mandates.”
Strategic Considerations for Healthcare Leaders Through 2027:
Lack of Federal Mandates: Currently, no comprehensive federal mandates exist requiring GPOs, health systems, or IT vendors to maintain ESG and supplier diversity initiatives. This regulatory landscape compels organizations to adapt their strategies according to regional compliance demands and client expectations.
Operational Adaptations: Healthcare organizations are increasingly focusing ESG and diversity efforts in response to explicit client needs or regulatory requirements, scaling back where possible to optimize resources. Healthcare IT leaders and vendors must navigate these evolving dynamics to align effectively with stakeholder expectations.
About Black Book Research: Black Book™ is an independent healthcare technology and services research firm conducting annual surveys over the past decade gathering more than 3,300,000 healthcare professionals and executives globally. For further information or to access the complete 2025 DEI ESG & Supplier Diversity survey results from Q1, visit BlackBookMarketResearch.com or contact research@blackbookmarketresearch.com.
TAMPA, Fla., January 22, 2025 (Newswire.com)
– Black Book Research’s latest 2025 study, Innovation for Equity: The Transformative Role of DEI in Healthcare IT Success, underscores the critical importance of Diversity, Equity, and Inclusion (DEI) initiatives in driving innovation, operational excellence, and social accountability within the healthcare IT sector. The report emphasizes that embedding DEI principles into technology, leadership, and organizational culture is no longer optional but a strategic necessity for healthcare IT vendors seeking to enhance patient outcomes and operational fairness.
“Integrating Diversity, Equity, and Inclusion (DEI) principles into healthcare IT is essential for building a system that treats all patients equitably and fosters inclusive care delivery,” said Doug Brown, founder of Black Book Research. “Healthcare technology serves as a vital tool in addressing disparities by enabling features like multilingual communication, culturally responsive care plans, and accessibility tools that ensure every patient, regardless of their background, can engage with their care seamlessly.”
This approach underscores the transformative potential of DEI when applied through vendor-agnostic solutions. By prioritizing fairness and accessibility, healthcare IT can create platforms that support equal treatment for all patients, streamline communication between diverse populations and providers, and improve adherence to care plans. These advancements not only help address systemic inequities but also position technology as a bridge toward a more inclusive and effective healthcare system.
Research Key Findings and Industry Benchmarks
Workplace Culture and Leadership Impact: Organizations with robust DEI frameworks report significant improvements in employee satisfaction, client relationships, and financial outcomes. Black Book’s 2025 DEI survey found:
A 20% increase in employee retention in DEI-focused organizations responding.
A 17% rise in general IT client satisfaction across KPIs since 2020 for top rated vendors, far surpassing industry norms. These metrics reflect the positive effects of fostering inclusive leadership and prioritizing equity in workforce strategies.
Technology as a Lever for Equity: Vendors embedding DEI into EHR systems, analytics platforms, and interoperability tools are tackling systemic disparities head-on.
84% of surveyed providers reported measurable enhancements in patient outcomes and communication, driven by features like multilingual interfaces, culturally tailored care pathways, and accessibility tools.
Supplier Diversity and Systemic Inclusion: 100% of the 21 healthcare IT vendors honored actively collaborate with minority-owned suppliers, contributing to more inclusive supply chains and equitable business practices. These efforts not only expand access to diverse perspectives but also strengthen the foundation for sustainable equity.
These advancements highlight the critical role of DEI-integrated healthcare IT systems in fostering inclusivity and equitable care delivery. Furthermore, 68% of healthcare organizations participating in the Black Book survey reported enhanced patient satisfaction and engagement as a direct result of implementing DEI-focused technologies. “These findings underscore the transformative potential of healthcare IT in addressing systemic disparities and ensuring all patients, regardless of background, receive fair and effective treatment,” adds Brown.
This study synthesized data from 760 respondents across 124 organizations, including HR leaders, compliance officers, union representatives, employee group leads, and C-suite executives. By gathering insights from diverse stakeholders, the report presents a holistic view of how DEI permeates organizational layers, driving impactful outcomes.
Leading Vendors Setting the Standard
The report identifies 21 top-performing healthcare IT vendors for their exceptional DEI initiatives. These vendors scored above 90 on Black Book Research’s 100-point DEI scale, assessed across six performance indicators:
Workplace inclusivity.
Leadership diversity.
Effectiveness of DEI training programs.
Support for Employee Resource Groups (ERGs).
Retention of diverse talent.
Stakeholder engagement.
Top Vendors Recognized for DEI Excellence: Waystar, Vizient, Oracle Health, Epic Systems, Altera Digital Health, GE Healthcare, NextGen Healthcare, athenahealth, Philips Healthcare, IBM Watson Health, Cisco Healthcare, Salesforce Health Cloud, Amazon Web Services (AWS) Healthcare, Google Health, CureMetrix, Health Catalyst, ELLKAY, Bamboo Health, Inovalon, MEDITECH, and Optum/Change Healthcare.
“The integration of Diversity, Equity, and Inclusion (DEI) principles in healthcare IT has far-reaching implications for advancing health equity, accessibility, and leadership. By embedding Social Determinants of Health (SDOH) into IT solutions, healthcare organizations can address critical challenges such as food insecurity, housing instability, and transportation barriers, promoting equitable care. Additionally, inclusive design features like multilingual interfaces, screen-reader compatibility, and culturally adaptive tools are enhancing access to healthcare technology for underserved populations. Fostering diversity in leadership roles strengthens decision-making and drives innovation, paving the way for systemic progress in the healthcare IT landscape.”
About Black Book Research
Renowned for its independent and vendor-neutral evaluations, Black Book Research is deeply committed to advancing Diversity, Equity, and Inclusion (DEI) within healthcare IT technology, software, and managed services that support U.S. providers and payers. By spotlighting vendors that excel in promoting DEI initiatives, Black Book emphasizes the transformative potential of equitable and inclusive healthcare IT solutions. Their comprehensive studies set industry benchmarks by highlighting strategies that foster equity, inclusivity, and innovation, helping healthcare organizations address systemic disparities. Through this dedication, Black Book advocates for vendors to integrate DEI as a foundational principle, championing equitable access and fairness across diverse demographics, including race, age, religion, immigration status, sexual orientation, and more. By doing so, they underscore the vital role healthcare IT plays in creating a more just and effective healthcare ecosystem, ensuring technology and services meet the needs of all individuals and communities.
This year’s sold-out event featured conversation on how beauty, technology and diversity intersect, brought together top LA-based creators, industry pros and media.
LOS ANGELES, November 20, 2024 (Newswire.com)
– Agency Guacamole, a Los Angeles-based communications firm supporting leading beauty and lifestyle brands, hosted its eighth Beauty, Lifestyle and Nurturing Diversity (B.L.N.D.) event on September 19, 2024, in Los Angeles. This year’s B.L.N.D. conversation invited industry leaders, innovators and enthusiasts to explore the intersection of beauty, technology and DE&I values.
“From AI and AR to even VR, technology continues to skyrocket forward – and the beauty and lifestyle industries have a front-row seat,” said Bilal Kaiser, Agency Guacamole’s founder and principal. “This year’s phenomenal panel challenged all of us to think about the importance of DE&I as we collectively enter a new frontier. I could personally talk about this topic again and again.”
B.L.N.D. started in 2018 and has taken place in New York City, Los Angeles, Atlanta and virtually since then. The goal of this annual initiative is to bring together key opinion leaders, industry executives, content creators and editors to talk about different themes around inclusivity.
Moderated by Bilal Kaiser, this year’s panel featured an impressive lineup of thought leaders, including:
“One of the key learnings for me was our insightful discussion on how advancements in AI and emerging technologies are redefining beauty and wellness routines, and how major social and digital platforms are paving the way for more diverse beauty and lifestyle content across the board,” added Kaiser.
This year’s B.L.N.D. was sponsored by notable brands in the beauty and lifestyle industries and featured activations from brands like Urban Decay, Carol’s Daughter, Dermablend Professional and Matrix.
Check out a video recap of B.L.N.D. 2024 at this link.
ABOUT AGENCY GUACAMOLE:
Agency Guacamole is an award-winning influencer marketing, PR and events firm, dedicated to exceptional service and developing innovative, cross-platform experiences for leading beauty and lifestyle brands. From product launch campaigns, content initiatives, influencer partnerships and experiential activations, Team AG thrives on bringing each client’s vision to life in ways that are unique yet fun.
Just as a delicious guacamole recipe brings together various ingredients to produce a wonderful final product, so does Agency Guacamole’s approach to experiential, social and PR: connecting the dots, sharing meaningful stories and inspiring all involved to deliver impactful, impressive and — of course — delicious results.
Join us as we change the world one chip at a time.
Opinions expressed by Entrepreneur contributors are their own.
As the 2024 election season comes to a close, we’re encountering a year of historic firsts — nationally and locally. If Vice President Kamala Harris and Governor Tim Walz were to win the White House this year, the highest-ranking Native American woman in the country would become the governor of Minnesota. That woman is Peggy Flanagan.
Lauded as one of Minnesota’s rising stars and currently the highest-ranking Native woman elected to executive office, Peggy Flanagan is a politician, community organizer and Indigenous activist from the White Earth Nation. She has been serving as the lieutenant governor of Minnesota since 2019 and is currently next in line to assume the governorship if Tim Walz becomes vice president.
So what does this all mean? History could be made this November and help catapult the first Native woman — and consequently, long-overlooked Native issues — into broader American public discourse. It’s perfect timing, too, as we approach Native American History Month this November.
Even though we’re zooming in on politics in this piece, entrepreneurs across the spectrum can learn something about positioning diverse leaders in the right spaces and supporting their work and advancement throughout their tenure.
Flanagan needed allies like Walz and others to lift her voice and put her into positions where she could make an impact. We can all learn more about what it means to be a better ally for those who are the “firsts” in their space. Here are three strategies around allyship I recommend to my diversity, equity and inclusion (DEI) consultancy clients.
There have been many firsts in the realm of politics in recent years. There was the first Black president, Barack Obama, in 2008, then the first openly gay governor, Jared Polis, from Colorado in 2019, and potentially, the first woman and Southeast Asian president, Kamala Harris, in 2024.
All these great firsts had this in common: they had allies and partners that let them take the lead and shine. Peggy Flanagan has been an outstanding leader in the realm of DEI for decades. In 2017, she helped form Minnesota’s first People of Color and Indigenous Caucus (POCI). She worked tirelessly to improve education, health and economic outcomes for Black, Indigenous and People of Color (BIPOC) in her state.
In addition, she has been a fearless advocate of Indigenous people’s rights. While serving as a legislator, she sponsored a first-of-its-kind task force focused on Missing Murdered Indigenous Women (MMIW), a phenomenon happening across the country where Indigenous women experience violence and go missing shortly thereafter. Local police municipalities in many states often don’t search for missing Indigenous women or investigate their disappearances. Unfortunately, MMIW cases usually go unsolved. All that is to say that when we let diverse leaders lead, they can do powerful things by raising awareness about issues that may have never crossed our minds. As allies, our job is to lift these leaders up and amplify their work.
Beware of performative allyship
While many people want to take credit for knowing the trailblazers in politics and DEI and take pride in having supported them on their way up, the truth is that it can be a lonely journey for many leaders who had to actualize their dreams on their own. They sponsored their legislation and wrote it themselves with their teams. They sat in rooms with decision-makers where they worked hard to get colleagues on board with their bold new initiatives. They attended many thankless events where they carried the burden of organizing, leading and managing the outcomes alone.
Many people want to take credit for the work BIPOC has been doing by saying they were “there” at the event or “support” so-and-so leaders’ work wholeheartedly. But still, BIPOC individuals are often the people who did all the work, and still, the allies are nowhere to be found. Performative allyship can often look like claiming to be an ally when it’s politically or socially advantageous but not during times when true grit, work, and dedication are required — and the cameras and spotlights are off. Avoid falling into the trap of lifting up leaders like Flanagan when it’s most convenient for you and not for the leaders and their causes.
What’s most helpful for rising leaders whom you wish to support is not only to say you stand behind certain causes but to actually show up and prove it. Support bills that improve Indigenous health, education and rights. Speak about Flanagan’s work in the public domain, thereby ensuring colleagues who might be interested in those issues are aware of them. Donate to organizations and nonprofits that bolster the work that Indigenous leaders are doing to move the needle on change. It’s not enough to say, “I’m for Indigenous people’s rights,” or to do a land acknowledgment when you haven’t actually done the work, spent the time, or put your money where your mouth is.
No matter what happens this November, leaders like Peggy Flanagan are on the rise. When one person moves on to a higher office, BIPOC and LGBTQ+ officials who have been waiting for their moment to shine can finally rise, too. The future is bright for a new generation of leadership in the U.S. that better represents the diversity of the country while inspiring more just, equitable and inclusive policies at local and national levels.
Faculty support groups at the University of North Texas are the latest slice of university programming razed by Senate Bill 17, a Texas law that has become infamous for targeting Diversity, Equity and Inclusion (DEI) initiatives in education. A notice sent to university employees last week announced that groups designed to unite employees who share similarities — such as women, racial groups, Christians and those diagnosed with neurodivergent disorders — must cease operations immediately in order to comply with SB 17, the North Texas Daily reports…
U.S. Secretary of Defense, Public domain, via Wikimedia Commons
By Casey Harper (The Center Square)
The U.S. Department of Defense is under scrutiny for refusing to release records about exactly how spending on Diversity, Equity and Inclusion helps with national security.
The Center to Advance Security in America in May filed with the DOD a Freedom of Information Act Request, the legal pathway to obtain government documents. The FOIA sought to find out what DOD officials estimate is the real impact on national security of DEI spending, for which Congress approved $86.5 million in fiscal year 2023.
However, James Fitzpatrick, an Army Veteran who leads CASA, told The Center Square that the DOD has confirmed it received the FOIA request but still has not released any documents more than 100 days later.
“The Department of Defense has stated that diversity, equity, and inclusion is the American military’s greatest strength but has rarely detailed how,” reads the FOIA, which was obtained by The Center Square. “Given the recent hiring freeze on DEI related positions, it must follow that national security has been affected in some way. The information obtained is necessary to evaluate the impact of DEI initiatives and financing on prioritizing efforts to advance national security.”
The FOIA request specifically asks for documentation about how DOD estimates a recent hiring freeze on DEI hires will actually impact national security. DOD regularly estimates readiness and national security impacts, especially in its funding requests to Congress for various kinds of equipment, programs and more.
The most recent National Defense Authorization Act ordered a hiring freeze on new DEI positions while the Government Accountability Office reviews that spending.
CASA filed suit against the DOD Wednesday, a lawsuit that was exclusively obtained by The Center Square.
“If diversity, equity and inclusion are truly the military’s greatest strengths, or there have been times where they have said it is critical to the success of the military, then if the DOD is imposing a DEI hiring freeze … then there must be a corresponding lack of national security that goes along with it, if their position is spending more on DEI means military gets better and stronger,” Fitzpatrick told The Center Square.
DOD officials and documents repeatedly emphasize the importance of diversity in defending the nation.
Under FOIA law, federal agencies are generally required to provide documents within about three weeks. THe DOD has staff dedicated to handling these requests.
“They are legally required to produce records,” Fitzpatrick said. “They haven’t. They are well over the friendly threshold to provide records, and really they just need to engage in a conversation. By this point they very well should have reached out and said they’ve started the search.”
DEI Pentagon spending has become increasingly common and controversial in recent years. DEI spending includes well-paid DEI hires, training programs on gender pronouns and white privilege for troops, and efforts to recruit non-white Americans for certain roles.
The DOD’s fiscal year 2022-2023 “Department of Defense Diversity, Equity, Inclusion, and Accessibility Strategic Plan” typifies the kind of language federal officials use about the necessity of diversity spending.
Under Secretary of Defense for Personnel and Readiness began the report with a message, saying that “leveraging this strategic diversity and expanding access to attract, retain, and advance the best talent our nation has to offer are the only way DoD will be able to outthink, outmaneuver, and outfight any adversary or threat.
“The 2022 National Defense Strategy highlights that for DoD to maintain the Joint Force’s military advantage globally and prevent attacks against our homeland, we must build a resilient force by developing and combining our strengths to maximum effect and investing in our people,” he continued. “Advancing diversity, equity, inclusion, and accessibility (DEIA) across the Department is not about checking a box; it’s about obtaining the critical skills and experience to build the Total Force necessary to secure our nation for years to come.”
DOD did not respond to a request for comment in time for publication.
The backlash to corporate America’s embrace of diversity, equity, and inclusion policies didn’t take very long. Last year, Google and Meta set the tone for Silicon Valley when they started cutting DEI positions and pulling back on investment. Billionaire investor Bill Ackman led the crusade against it at Harvard and on Wall Street, calling it the “root cause” of antisemitism on campuses. Governor Ron DeSantis passed the so-called Stop WOKE Act, which not only barred teaching topics related to race in schools but also barred businesses from using diversity-training programs. (Last month, a federal court spiked the law, saying that it violated businesses’ First Amendment rights.) Even supporters have withered on it. While the Human Rights Campaign’s corporate equality index shows that most Fortune 500 companies have some form of DEI policies, its critics on the left have countered that much of it is merely lip service.
A general rule in business is that, if there is a trend, someone will find a way to capitalize on it, and in this case, that somebody is Robby Starbuck. A conservative documentarian who once directed music videos for the likes of Gucci Mane and Snoop Dogg, he started targeting corporate DEI policies this summer, arguing that they’re bad for business. This week, Starbuck took credit after Lowe’s and Ford ended some of their DEI-related commitments, including working with minority-owned suppliers and donating to LGBTQ Pride events. That brought the tally up to six companies that have buckled after his social-media campaigns, after Harley-Davidson, Tractor Supply Co., Jack Daniels’s parent company, and John Deere pulled back. The problem for Starbuck, though, is that his crusade is showing exactly the opposite of what he is arguing and that at the very most, DEI policies are benign and have no effect on how much a company makes or how well it does.
Whatever Starbuck’s real motivations are, he dresses up his argument so that it appears to be one of dollars and cents. “If DEI and supplier diversity quotas were making you money, do you really think Tractor Supply and now Harley-Davidson would drop those initiatives? I don’t think so. We all know the DEI is not making you money,” he said in one of his videos. This is the kind of argument Wall Street might be amenable to if it were true. After all, corporate policies affect how companies spend money, which is what hedge funds and money managers care about. If money is not being used efficiently, investors tend to dump their shares and vice versa. But a strange thing has happened. Perhaps unwittingly, Starbuck has gone after companies that all happen to trade on Wall Street, giving the public a window into how the investor class thinks about his victories. So far, the reaction has been a shrug. After he posted about Ford’s changes on Wednesday, the stock essentially didn’t move after falling in early-morning trading. Lowe’s shares fell slightly but held steadier than Home Depot’s. The stock movements for the rest, coming after Starbuck’s social-media posts, are all slight movements up or down that show little to no interest from investors.
In fact, Starbuck may be getting it all backwards. In a paper published in June, Hoa Briscoe-Tran, an assistant professor of finance at the University of Alberta, found that Wall Street had punished Florida-based companies after DeSantis’s Stop WOKE Act was first announced. The change in the law, and subsequent drop in stock price,was a “natural experiment,” he later wrote in a post for the Columbia Law School’s Blue Sky blog. The reasons why aren’t exactly straightforward. Policies that diversify executive ranks have no real correlation to higher profits, studies show. (They don’t show lower profits, either.)
“The idea that DEI brings more perspectives, and that improves problem-solving and the collection of knowledge and expertise — that is actually documented from psychology field experiments or lab experiments. But on a large scale, at the company level, there is no evidence,” Briscoe-Tran said in an interview. “A lot of research also documents that when companies have a lot of diversity [among employees], they disagree with each other more often, and they reach conclusions slower. So in the short run, diversity and inclusion could hurt the company in terms of speed, you may slow down. But in the long run, all these benefits may accumulate.”
Dropping DEI policies also creates an economic advantage for companies that retain their policies and want to promote from rivals, according to Briscoe-Tran. “A lot of minorities, when they face backlash from a company changing their policies, how likely are they going to speak up?” he said. In essence, this is causing a company to look like it is doing the inverse of what it intends. By ending DEI policies, companies create a perception that they are restricting whom they hire, mostly to white men. That might give non-white employees who work at, say, Lowe’s more of a reason to work at Home Depot and for job applicants to think twice about sending a résumé for an open position.
In an e-mail, Starbuck appeared to be putting some of the blame on DEI policies on Wall Street’s biggest investors. “Sanity will rule again and the customer will be king, not BlackRock, not the HRC, not State Street and not Vanguard,” he said. “Companies need customers to walk through their doors to buy products and it appears that our movement has done an effective job of reminding them of that.” (In his research, Briscoe-Tran notes that it’s smaller investors, rather than giants like BlackRock, who are more likely to dump company shares after a change in DEI policies.) He also claimed that both John Deere and Tractor Supply were down during his campaigns, but recovered after. “Clearly rejecting wokeness doesn’t crash your stock price!”
But there is, probably, a better reason why Wall Street has not reacted — and that is that Starbuck’s supposed wins don’t add up to much. Ford’s biggest change, for instance, amounted to a change in its “employee resource groups” for underrepresented groups, which will now be open to all employees. At Jack Daniels, the changes may be even smaller. Starbuck claims that the liquor company changed how it gave out bonuses, trained employees in diversity, and worked with diverse suppliers after his crusade. But the actual wording from the company says nothing like that — it’s just mushy corporate-ese that makes vague promises to change “ambitions” and “ensure” that bonuses are tied to business performance. (It also stopped contributing to the Human Rights Campaign’s index — about as de minimisas you could get.) In a follow-up email, Elizabeth Conway, a spokeswoman for Jack Daniels’s parent company, Brown-Forman, told me that its change in DEI policies has had “no impact on jobs.” To translate: The changes here amount to mere lip service.
Opinions expressed by Entrepreneur contributors are their own.
For the very first time, the world witnessed the first all-black podium in women’s gymnastics Olympic history. Brazilian gymnast Rebeca Andrade joined Simone Biles and Jordan Chiles from Team USA at the 2024 Paris Olympics, where they were captured in an iconic photo showing the power of women of color in sports. This Olympics hit a groundbreaking milestone, with 50% of competing athletes being women and more than half of all medal events open to female athletes.
This year, many moments of diversity, equity, and inclusion (DEI) were demonstrated. So, what DEI lessons can we learn from the 2024 Olympics that entrepreneurs can apply to their businesses today? The short answer is quite a few.
1. Take care of your mental health
In the 2020 Tokyo Olympics, the world was stunned when Biles, the greatest gymnast of all time, dropped out because of the “twisties,” a dangerous break in the brain-body connection causing the gymnast to lose sense of where they are in the air. She took a step back and let her teammate, Suni Lee, perform and subsequently take home the all-around gold in women’s gymnastics — an achievement Biles was perfectly poised and expected to win. Biles taught us that no matter what the stakes are, your mental health should come first. How can you perform at the highest levels of business and entrepreneurship if your mental health isn’t in a good place? The answer is that you can, but it’s not even what the G.O.A.T. would do. If no one’s told you today, here’s your friendly reminder that self-care is not selfish; it’s productive.
While some entrepreneurs dream of being the “first” to invent or discover something, others feel intimidated when finding their niche or area of genius in their industry. When faced with the daunting opportunity to be the first person to start or lead in a certain area, the fear of failure or high visibility might make some entrepreneurs squirm. Despite the nerves and fear that come with innovation, it’s okay to be “the first” in something and confidently walk into that arena with a bright idea. That’s what fencer Lauren Scruggs did at the Paris Olympics this year. She became the first Black American woman to win a gold medal in fencing, and I’m sure she was nervous. But she came ready to win and kept her eye on the prize. Entrepreneurs who are nervous about stepping into the space of being the “first” should take a deep breath and know why they’re there, then bravely step into their arena with confidence and focus.
As entrepreneurs, we wear numerous hats and fight for our business success. However much success we gained, we didn’t do it alone. We must always remember to give people theirflowers and lift them up as we grow. For example, while running the preliminary heat 100-meter race, South Sudanese runner Lucia Moris collapsed to the ground in the heat of the day and was unable to get up and finish the race. As soon as fellow competitor Silina Pha Aphay from Laos finished her race and realized Moris was on the ground in pain, she stopped and ran back to make sure Moris was okay and offered comfort and support while waiting for the medical teams to arrive. The business world can often feel cutthroat and like every person is out for themselves, but the heroic and noble athletes at the Olympics remind us that as we grow, we must lift others up with us. We’re not winning if others suffer as a consequence.
4. Create value and set yourself apart
Like most athletes that go to the Olympics, the goal is to win, and they know winning requires them to stand out. Most athletes don’t get an opportunity to stand out when the other competitors are neck and neck with them. But Simone Biles certainly has. After having several gymnastic moves named after her, she reminds us all to be aware of what we contribute to our areas and how we can set ourselves apart by doing what others aren’t doing. Creativity and innovation are the name of the game, and exceptional athletes like Biles show how our creativity can inspire others in business and entrepreneurship to imagine more.
Final thoughts
When it comes to business, we all want to be number one and become entrepreneur of the year. But the best of the best in the world of sports can teach us a thing or two about how to get there. Lifting others up when they’re down doesn’t give your competitor the upper hand; it gives your competitor a compassionate hand. Creating value and being the first to do something sets a standard for others in your sphere to strive for more and reach higher, too. Finally, taking care of your mental health isn’t selfish; it’s one of the most productive things you can do for yourself and others. While the Paris Olympics have come and gone, the lessons live on. Let these lessons seep into your mind and business, and see where you go. Who knows, you might just get the gold.
Opinions expressed by Entrepreneur contributors are their own.
As a South Carolina native and leader in the field of diversity, equity, and inclusion (DEI), I can affirmatively say NCAA coach Dawn Staley is no ordinary leader. From her time as an Olympic gold medal-winning basketball player to her role as a coach guiding the South Carolina Gamecocks to an undefeated 38-0 season, Staley has a lot to teach us about what it takes to be consistent and successful in a competitive arena.
It’s easy to attribute Staley’s success as a former athlete and coach to “luck,” but it’s anything but. Staley has invested in DEI, leadership and mentorship for her team and herself — which I suspect have all contributed to her record-breaking wins throughout the years.
Who is Dawn Staley?
Dawn Staley is an American basketball coach and player who was inducted into the Hall of Fame. She’s played on all sides of the court as a three-time Olympic gold medalist and also as the head coach of a gold-medal-winning team. Because of her incredible track record, she’s currently (and rightfully so) the highest-paid Black coach in women’s basketball. But that’s not all she is.
While many companies and organizations are divesting from DEI, others are doubling down and seeing great rewards. Knowing all too well the pay equity disparity between women’s and men’s basketball leagues, Staley has been a fearless advocate for pay equity for herself and her players. When negotiating her record-breaking contract, she had a lawyer present to ensure she got the fairest financial deal possible.
Furthermore, after receiving her much-deserved financial due, she was generous enough to share the wealth. She’s reported to have sent all Black Division 1 coaches a piece of her net earnings from a prior championship to send the message that when one of us wins, we all win.
Entrepreneurs from all walks of life have cited mentorship — whether given or received — as responsible for their current business success. Staley knows she needs her team as much as they need her, which requires mentorship. She’s always been a force on the court and a voice of reason and guidance for her team, passing along what she has learned for the benefit of everyone in her orbit.
Staley has been clear about the symbiotic relationship she has with her players. Staley told an Oklahoma-based newspaper, “I don’t coach to win awards, I really don’t. I’m very, very satisfied with just being there for my players.” Having guided her team through multiple wins and walking beside them every step of the way, Staley continually proves that mentorship is an essential component of any leader’s and team’s success.
Staley knows the value of being present in every role — big or small
From her days as a player to now being a nationally renowned coach, Staley has proven there is no role too big or small in which to serve. In the early stages of a business, most entrepreneurs know intimately how they must wear multiple hats for months and sometimes years in order to get the results they seek.
Staley knows that juggling act very well. Supporting her teammates on the court is one role that requires consistency, cooperation and resilience. Coaching, on the other hand, has given her the tools to build trust, empower others and delegate. Whether she’s a teammate or a coach, she fully commits to the role and being all-hands-on-deck with her team has returned dividends.
Staley knows how to build and rally a team toward a common goal
While it seems like the perfect team fell into Staley’s lap, nothing could be farther from the truth. She fought to take a team with a fair track record and transform it into a solid and consistently competitive unit. This season, Staley even had to replace the entire starting lineup and was still able to guide them back to the semifinals. This wasn’t an accident. It was the result of establishing and fostering a foundation of good team building and trust.
Staley chooses players who understand what it means to work hard for a common goal. When businesses hire team members, they often hire for “culture fit” and choose the applicant with the most impressive resume or academic credentials.
However, what they often fail to examine is the upbringing and values that each new hire possesses. In the past, Staley has highlighted her philosophy of only recruiting players who respect their parents, indicating that if a player doesn’t respect their parents, they won’t respect their coach. Staley has strategically built a team of players whose values were aligned with building a relationship of trust and respect with their coach. As we can see, her selective choice has had positive ripple effects on her team’s performance and rapport.
The string of consistent wins enjoyed by the South Carolina Gamecocks is far from being an accident. Serving as a coach after having the experience as a player is a valuable advantage and puts Staley in a powerful position from which to lead others. It shows that Staley has been there and done that and knows the path to success because she first lived it as a player. In addition, her ability to put herself in her team’s shoes is a form of empathy, a key pillar in DEI. From this empathy, she was able to build trust after carefully selecting team members who had the values and resilience necessary to truly respect the game, their coach, their teammates, and themselves. Dawn Staley is an example of what powerful leadership looks like by advocating for herself and others to work towards DEI, resilience, and excellence.
Opinions expressed by Entrepreneur contributors are their own.
As a diversity, equity, and inclusion (DEI) consultant, I can tell you systemic racism, sexism, and a laundry list of other institutional factors do impact the success of entrepreneurs of color. However, sometimes, the problems we face when reaching for success do not come from the outside but rather from the inside. Here’s what internalized oppression is, four ways it could be holding you back from success, and how to overcome it.
What is internalized oppression?
By definition, internalized oppression is the belief among a group of historically marginalized people that the negative stereotypes and messages about their inferiority and the parallel messages about the dominant group’s superiority are true. Here’s how internalized oppression could be showing up in your life.
1. You don’t feel good enough for certain opportunities
If a great opportunity appears in your professional life — say, a potential partnership, a promotion, or an invitation to speak about your work — you might be tempted to turn down opportunities because of internalized oppression and imposter syndrome. You’re not alone. According to a 2020 study conducted by Maryville University, some 70% of Americans have experienced imposter syndrome; however, research shows that race can amplify its effects, especially for Black folks. It’s important to understand how internalized oppression and imposter syndrome could diminish your confidence in the face of opportunities.
What you can do about it: Lean into positive affirmations. Write down your best qualities or look in the mirror and verbally acknowledge and recite them. Whether you have great ideas, excellent public speaking skills, an effortless ability to network or amazing amounts of creativity, once you believe in and recognize your innate skills and gifts, you can start to see a new opportunity as divine intervention as opposed to something you’re unworthy of.
2. You uplift the voices of those in the dominant culture while suppressing other marginalized voices
Internalized oppression can cause us to not only feel bad about ourselves and our own ideas but also about ideas from others who share our identities. Representation matters. If we only hear ideas from the dominant culture being acted upon and celebrated, it can be hard to uplift ideas from other marginalized people in the workplace. It’s not necessarily our fault. A surprisingly low 3.2% of senior leadership roles at large companies are filled by Black professionals, and for those individuals, it’s not easy to feel their ideas are heard or valued.
What you can do about it: Begin to understand the roots of where the urge to diminish other’s success is coming from. Engage in introspection around your childhood, family dynamics and early career experiences. It could be that in your formative years, your opinion and ideas were diminished by a person of authority and that could have present effects on your professional life.
3. You pull other marginalized people down when they’re up for promotions or advancement
When you’re feeling low, it might be tempting to pull others down to your level. However, this mentality is holding you and them back from success. As mentioned earlier, internalized oppression and a lack of representation could be perpetuating feelings of powerlessness and inferiority, which can play a role in how you feel about yourself and others like you in the workplace.
What you can do about it: Imagine that the person who is winning in the office, getting that promotion, and succeeding is you. Close your eyes and see yourself in their position. Internalized oppression can cause us to feel in competition with others at our level. Instead of dragging them down, imagine what it would feel like if you were the one succeeding and channel that energy the next time you see another marginalized person doing well. Who knows, perhaps you are the next person in line for that advancement.
4. You stay silent when injustice happens in the workplace
It’s not easy to stand up when another person is being treated unfairly. After all, internalized oppression tells us that we “deserve it” or that our inferiority justifies such treatment. But it’s not true. Out of fear that we may experience the same retribution for standing up and being vocal, some marginalized folks might turn the other cheek to injustice or mistreatment when it happens to others in the industry or workplace. When we stand up for others, we stand up for ourselves as well.
What you can do about it: Practice speaking up in the mirror. Perhaps you have witnessed an injustice at work recently, try to replay that scenario at home in private and experiment with finding artful ways to defend someone on the receiving end of discrimination or harassment. Equip yourself with the language, practice and skills to feel confident when faced with the important task of speaking up.
Final thoughts
When it comes to DEI, the work begins within, whether you’re working on your own business or serving as an employee. To achieve more success, we have to find the power inside us and dispel the false narratives of unworthiness and imposter syndrome. The best source for empowerment can often be found and fostered in the community. When we lift other marginalized folks out of the depths of oppression and celebrate their wins and successes, we can often find the strength to give ourselves that same support and hope.
Opinions expressed by Entrepreneur contributors are their own.
Disability Awareness Month is not just about acknowledging the hardships that come with having a disability — it’s also about recognizing the work of disabled people and how we can make physical spaces, policies and practices more accessible in the workplace.
I’ve lived with Spinal Muscular Atrophy, but I’ve never let it affect my corporate position for over two decades, and I’ve seen firsthand what true inclusion can do for an organization.
Here are three meaningful ways companies can observe Disability Awareness Month and make lasting changes:
1. Organizing educational workshops and training sessions
Team-building training and workshops are the best ways to celebrate Disability Awareness Month. Workshops can dispel myths and prejudices about people with disabilities and educate employees on appropriate etiquette and awareness when discussing and working with people with disabilities. This includes appropriate and inappropriate behavior and language, accessibility considerations and more. Workshops and training sessions can serve as the foundation for creating an inviting environment that can promote the inclusion of people with disabilities in the workplace.
Bring in guest speakers: Inviteexperts, advocates or a person living with a disability to share their insight and experiences. Real-world stories can help employees better understand the difficulties and triumphs faced by people with disabilities. These events are also a way for employees with disabilities to be guest speakers, further enhance the dialogue and build a sense of community and belonging.
Sensitization workshops: Conduct a workshop to educate employees on how to interact with people with disabilities and use correct terminology. The workshop should also create a safe environment where people can learn more about people with disabilities.
Employees will have a better understanding of disabilities, which can lead to more sympathetic and supportive work policies and better accommodation practices and policies within the workplace.
2. Heighten accessibility and accommodation practices
In honor of Disability Awareness Month, take a closer look at the current accessibility and accommodation practices within your company. Ensuring that your working environment, from the physical perspective, is universally accessible to everyone gives a foundation for creating an inclusive environment. Accommodation policies are intended to provide a barrier-free environment that allows people with disabilities to access employment, public services and facilities as independently as possible.
Accessible workplaces are not just about responding to minimum legal requirements; they ensure all employees can perform to the best of their abilities without unnecessary barriers.
Accessibility audit: Have accessibility experts conduct assessments of the physical and electronic workplace. This will reveal where accessibility might be lacking, be it ramps and signs or websites and internal platforms that are more friendly for persons with vision or hearing impairments.
Update accommodation policies: Frequently reevaluate your policies to ensure they are fully implemented across the workforce. Requests to update accommodation policies should not be met with friction — do not automatically refuse an accommodation request or have an inflexible policy that doesn’t allow exceptions. Implement a simple and straightforward procedure for employees to submit a request for accommodations via a dedicated portal with step-by-step instructions where they feel heard and supported. Doing this can alleviate potential aggression or harassment and create a more inclusive and supportive workplace environment. This can also lead to a great opportunity for empathy training for HR and upper management.
Invest in assistive technologies: All employees should be provided with tools and gadgets that will enhance their productivity, such as screen readers, voice recognition technologies, and ergonomic office supplies.
Employers who make their places of work accessible to all consider this a good inclusiveness policy. Such actions would benefit not only the specified employees with disabilities but also all employees, as diversity is an aspect of mutual respect towards employees and results in higher morale and productivity.
3. Celebrate and recognize employee contributions by people with disabilities
Another effective strategy for observing Disability Awareness Month is to celebrate employees with disabilities. Recognition and appreciation can be given in various ways, including honors, awards and talent performance.
Recognition enlightens and accentuates a sense of worth that comes with having a disability among employees.
Spotlight stories: Feature stories of employees with disabilities in company newsletters, social media and internal communication channels. Share their stories, accomplishments and contributions because they will help the team feel inspired and educated.
Awards and recognition: Incorporate awards specifically devoted to honoring the hard work and achievements of all employees, including staff with disabilities.
Talent showcases: Organize an event where employees have a platform to showcase their talents and skills, such as art, music, writing or any other artistry, to appreciate the diversity of talent within the organization.
Celebrating and recognizing the contributions of all employees boosts their morale and makes them feel like part of the team. It also sets an excellent opportunity to appreciate all forms of diversity in the workplace.
Conclusion
Disability Awareness Month affords companies the perfect avenue to increase inclusivity and support for their employees with various disability conditions. Ways to achieve this would be through educational workshops, raising office accessibility, and recognizing contributions by people with disabilities.
These would not only benefit the employees with disabilities but also truly enhance the organizational culture by making it more robust and much more cohesive. Embracing all these makes for real change in life, whereby each employee feels valued and can contribute at their best. I, being one who has gone through the challenges and triumphs of being in the corporate world while disabled, can attest to what a tremendous difference genuine inclusion makes.
Let this month not just be about awareness but about concretizing actions that will make life different for employees with disabilities. Together, we can build workplaces where everyone has the opportunity to thrive.
Donald Trump questionably claims he’s an expert on everything else, but now he expects us to believe he has “no knowledge” of Project 2025 and its oppressive plans to give him unprecedented power as president. After the plan, directed by Trump’s former chief of staff, exploded online, that would make him the last person in the country to hear about it.
In his Philly campaign rally speech, Trump stated, “I know nothing about Project 2025. I have no idea who is behind it. I disagree with some of the things they’re saying, and some of the things they’re saying are absolutely ridiculous and abysmal.”
Project 2025: The Drastic Plan Trump “Doesn’t Know About”
Let’s break down what Trump is desperately trying to distance himself from. Project 2025 is a 922-page plan that proposes a massive expansion of presidential power. The project includes but isn’t limited to:
firing up to 50,000 government workers to replace them with Trump loyalists (JUST SICK)
National abortions ban
Birth control, IVF, and STD Testing restrictions
Patient Data exposure
Eliminating the Department of Education and free school lunch programs
Enforcing Christian principles
Removing Environmental Protection Agency and protections for endangered species
Implementing tax policies that benefit the wealthy
Weaken unions and workplace safety regulations
End FBI efforts to combat disinformation
Repeal Acts for Civil Rights, Voting Rights, Fair Housing
End gender equality protections
Getting rid of DEI workers and training programs
Criminalizing LGBTQ+ rights and homelessness
Using the U.S. military against the U.S. citizens
Yet Trump would have us believe he’s completely in the dark about it. It’s hard to swallow, especially given his past authoritarian actions and statements.
Taraji didn’t hold back at the BET Awards, calling the oppressive overthrow of the government for what it is. Her bold move has put even more pressure on Trump and spread awareness of the initiative. Now, he’s backtracking and expecting us to fall for it despite his party’s track record of calling for these extremist policies.
Trump can try to address the elephant in the room, but his response is far from convincing.
Trump’s Ties to Project 2025 Figures
The key players behind Project 2025 are all Trump insiders:
Paul Dans, the project’s director, was a former chief of staff at the U.S. Office of Personnel Management under Trump.
John McEntee, a senior adviser, was the director of the White House Presidential Personnel Office.
Russ Vought, a significant contributor, is on the Republican National Committee’s platform writing committee.
With such close ties, Trump’s denial is more than just suspicious; it’s strategic.
Conservative Leaders’ Radical Agenda
Conservative leaders are openly declaring their revolutionary intentions to drag the U.S. back to the 1800s.
AP News states that Kevin Roberts, Heritage Foundation President, declared on Steve Bannon’s War Room podcast, “We are in the process of the second American Revolution, which will remain bloodless if the left allows it to be.”
With over 110 conservative groups involved, they’re pushing policy and personnel recommendations for the next conservative president. This isn’t just about Trump; it’s a full-blown attempt to reshape America.
Trump’s Extreme Agenda
Even if he’s trying to sidestep Project 2025, Trump’s own plans are still alarming. Research shows that he’s gearing up for a massive deportation operation and wants to potentially tariff all imports if he gets a second term.
These proposals, when combined with Project 2025, paint a chilling picture of the future. It’s devastating enough that his SCOTUS picks have lifetime control over our laws and seemingly use it to dismantle more civil rights by the day.
Trump’s campaign has previously warned outside allies not to speak for him, yet Karoline Leavitt, a campaign spokeswoman, has been featured in Project 2025’s videos. The hypocrisy is staggering.
It’s as if they want to distance themselves while simultaneously keeping the radical base riled up. Talk about having your cake and eating it, too.
Democrats Sound the Alarm
The Democratic response has been fierce. The Biden campaign has slammed Project 2025 as a “violent revolution to destroy the very idea of America.”
AP found that Ammar Moussa from the Biden campaign described it as an “extreme policy and personnel playbook for Trump’s second term that should scare the hell out of the American people.”
On Independence Day, the Biden campaign posted a dystopian image from “The Handmaid’s Tale” on X, captioned, “Fourth of July under Trump’s Project 2025.”
It’s a clear warning about the dangerous path ahead.
What’s Next?
Trump’s comments come as the Republican Party prepares to draft its party platform, and Project 2025 is gearing up to share a 180-day agenda for the next administration privately.
As these developments unfold, the American public must stay alert and informed. Trump’s denial might be a tactical move, but the implications of Project 2025 are too significant and dangerous to ignore.
This isn’t just about political maneuvering; it’s about the future of our democracy and lives.
