WASHINGTON, D.C. — The Department of Veterans Affairs (VA) has completed its initial steps to implement President Trump’s executive order to eliminate Diversity, Equity, and Inclusion (DEI) initiatives within the federal government. This move has resulted in significant action within the VA, including the removal of funds and personnel previously dedicated to DEI activities.
To date, the VA has placed nearly 60 employees, whose primary responsibilities were tied to DEI programs, on paid administrative leave. Collectively, these employees earn more than $8 million annually, with individual salaries averaging $136,000 and one exceeding $220,000 per year. Furthermore, the department is in the process of canceling over $6.1 million in contracts related to DEI training, materials, and consulting services.
The changes align with President Trump’s executive order, issued on January 20, 2025, which calls for the termination of all DEI-related programs across federal agencies. Signed under the title “Ending Radical and Wasteful Government DEI Programs and Preferencing,” the order seeks to restore merit-based hiring practices and eliminate race- or sex-based initiatives.
Morgan Ackley, VA Director of Media Affairs, commented, “Under President Trump, VA is laser-focused on providing the best possible care and benefits to Veterans, their families, caregivers, and survivors. We are proud to have abandoned the divisive DEI policies of the past and pivot back to VA’s core mission. We look forward to reallocating the millions of dollars the department was spending on DEI programs and personnel to better serve the men and women who have bravely served our nation.”
The VA has expressed its intention to redirect these resources toward improving services for veterans, families, caregivers, and survivors. Efforts to remove DEI-related digital content from the department’s online platforms are also underway, as the agency reorients itself in compliance with the executive order.
President Trump’s directive has generated both support and backlash. Proponents argue that DEI programs are counterproductive, promoting “illegal and immoral race- and sex-based preferences,” and assert that the focus should return to rewarding individual merit and initiative. Critics, however, contend that dismantling DEI efforts undermines decades of progress in addressing systemic inequalities and ensuring fair representation for marginalized groups.
The broader implications of the order extend beyond ending DEI-focused roles and training within federal agencies. Opponents fear that the removal of these programs could erode diversity in government workplaces while sending a signal to private sector organizations to scale back their own diversity initiatives.
Historically, federal DEI measures trace back to the Civil Rights Movement. Executive orders issued by Presidents Kennedy and Johnson in the 1960s laid the groundwork by prohibiting discrimination in federal hiring and expanding equal opportunity policies. The recent order marks a stark departure from these efforts and has reignited debates on the government’s role in fostering inclusion.
Looking forward, the implications of the executive order are likely to be far-reaching, influencing not only federal employment practices but potentially affecting industries that partner with the government. While supporters view the shift as a necessary course correction, critics warn of potential setbacks for workplace equity and systemic fairness. How these changes unfold will shape the federal workforce and broader initiatives tied to diversity and inclusion for years to come.
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