Bill Summary
The "DEI to DIE Act" is proposed legislation aimed at abolishing diversity, equity, and inclusion (DEI) programs within the Federal Government. The bill asserts that such programs, initiated under Executive Order 13985 during the Biden Administration, promote discrimination and waste taxpayer resources. Key provisions of the bill include:
1. **Elimination of DEI Programs**: The Office of Management and Budget, in coordination with the Attorney General and the Office of Personnel Management, is tasked with terminating all federal DEI initiatives, including related employment practices and training requirements.
2. **Required Actions**: Federal agencies must dismantle DEI-related positions, programs, and budgets within 60 days of the bill's enactment and provide a comprehensive list of these programs, detailing any attempts to disguise their existence post-termination.
3. **Assessment and Reporting**: Agency heads are required to evaluate the operational impact and costs associated with prior DEI initiatives and report findings to ensure alignment with the bill's focus on equal treatment.
4. **Monthly Meetings**: A designated presidential advisor will hold monthly meetings to assess the economic and social implications of DEI programs, track compliance, and suggest further actions as needed.
5. **Severability Clause**: The law includes a provision stating that if any part of the act is found invalid, the rest shall remain in effect.
Overall, the legislation reflects a significant shift in federal policy regarding DEI, emphasizing a commitment to a government that serves all citizens equally without regard to DEI considerations.
Possible Impacts
The proposed "DEI to DIE Act" aims to eliminate diversity, equity, and inclusion (DEI) programs within the federal government. Here are three potential ways this legislation could affect people:
1. **Impact on Federal Employment Opportunities**:
- The elimination of DEI initiatives may lead to a reduction in targeted hiring practices that aim to increase representation of underrepresented groups within federal agencies. This could result in fewer job opportunities for individuals from diverse backgrounds, potentially reinforcing systemic barriers to employment in the federal government.
2. **Changes in Workplace Culture and Environment**:
- Without DEI programs, federal workplaces may see a shift in their culture, potentially becoming less inclusive. Employees who benefit from supportive policies aimed at fostering diversity and inclusion may feel less valued or supported, leading to lower morale and increased feelings of alienation among minority groups. This could affect overall job satisfaction and retention rates within federal agencies.
3. **Reduction in Services and Programs Benefiting Underserved Communities**:
- The termination of DEI-related initiatives may also impact the availability of programs that address the specific needs of underserved communities. This could lead to a decrease in outreach and support services that aim to promote equity, such as training programs, resources for minority-owned businesses, and initiatives designed to address systemic inequalities. As a result, communities that rely on these services may experience increased challenges and disparities in access to federal resources.
[Congressional Bills 119th Congress]
[From the U.S. Government Publishing Office]
[H.R. 800 Introduced in House (IH)]
<DOC>
119th CONGRESS
1st Session
H. R. 800
To enact into law the executive order relating to ending diversity,
equity, and inclusion programs in the Federal Government, and for other
purposes.
_______________________________________________________________________
IN THE HOUSE OF REPRESENTATIVES
January 28, 2025
Mr. Mills introduced the following bill; which was referred to the
Committee on Oversight and Government Reform
_______________________________________________________________________
A BILL
To enact into law the executive order relating to ending diversity,
equity, and inclusion programs in the Federal Government, and for other
purposes.
Be it enacted by the Senate and House of Representatives of the
United States of America in Congress assembled,
SECTION 1. SHORT TITLE.
This Act may be cited as the ``DEI to DIE Act''.
SEC. 2. ELIMINATION OF DIVERSITY, EQUITY, AND INCLUSION IN FEDERAL
GOVERNMENT.
(a) Findings.--Congress finds the following:
(1) The Biden Administration forced illegal and immoral
discrimination programs, going by the name ``diversity, equity,
and inclusion'' (in this Act referred to as ``DEI''), into
virtually all aspects of the Federal Government, in areas
ranging from airline safety to the military.
(2) This was a concerted effort stemming from President
Biden's first day in office, when he issued Executive Order
13985, ``Advancing Racial Equity and Support for Underserved
Communities Through the Federal Government''.
(3) Pursuant to Executive Order 13985 and follow-on orders,
nearly every Federal agency and entity submitted ``Equity
Action Plans'' to detail the ways that they have furthered DEIs
infiltration of the Federal Government.
(4) The public release of these plans demonstrated immense
public waste and shameful discrimination.
(5) That ends today. Americans deserve a Government
committed to serving every person with equal dignity and
respect, and to expending precious taxpayer resources only on
making America great.
(b) Elimination.--
(1) In general.--The Director of the Office of Management
and Budget (in this Act referred to as ``OMB''), assisted by
the Attorney General and the Director of the Office of
Personnel Management (in this Act referred to as ``OPM''),
shall coordinate the termination of all discriminatory
programs, including illegal diversity, equity, and inclusion
(in this Act referred to as ``DEI'') and diversity, equity,
inclusion, and accessibility (in this Act referred to as
``DEIA'') mandates, policies, programs, preferences, and
activities in the Federal Government, under whatever name they
appear.
(2) Application.--To carry out paragraph (1), the Director
of OPM, with the assistance of the Attorney General as
requested, shall review and revise, as appropriate, all
existing Federal employment practices, union contracts, and
training policies or programs to comply with this Act. Federal
employment practices, including Federal employee performance
reviews, shall reward individual initiative, skills,
performance, and hard work and shall not under any
circumstances consider DEI or DEIA factors, goals, policies,
mandates, or requirements.
(c) Required Actions.--Each agency, department, or commission head,
in consultation with the Attorney General, the Director of OMB, and the
Director of OPM, as appropriate, shall take the following actions not
later than 60 days after the date of the enactment of this Act:
(1) Terminate, to the maximum extent allowed by law, all
DEI, DEIA, and ``environmental justice'' offices and positions
(including ``Chief Diversity Officer'' positions); all ``equity
action plans'', ``equity'' actions, initiatives, or programs,
``equity-related'' grants or contracts; and all DEI or DEIA
performance requirements for employees, contractors, or
grantees.
(2) Provide the Director of the OMB with a list of all--
(A) agency or department DEI, DEIA, or
``environmental justice'' positions, committees,
programs, services, activities, budgets, and
expenditures in existence on November 4, 2024, and an
assessment of whether these positions, committees,
programs, services, activities, budgets, and
expenditures have been misleadingly relabeled in an
attempt to preserve their pre-November 4, 2024
function;
(B) Federal contractors who have provided DEI
training or DEI training materials to agency or
department employees; and
(C) Federal grantees who received Federal funding
to provide or advance DEI, DEIA, or ``environmental
justice'' programs, services, or activities since
January 20, 2021.
(3) Direct the deputy agency or department head to--
(A) assess the operational impact (including the
number of new DEI hires) and cost of the prior
administration's DEI, DEIA, and ``environmental
justice'' programs and policies; and
(B) recommend actions, such as congressional
notifications under section 530D of title 28, United
States Code, to align agency or department programs,
activities, policies, regulations, guidance, employment
practices, enforcement activities, contracts (including
set-asides), grants, consent orders, and litigating
positions with the policy of equal dignity and respect
identified in subsection (a) of this Act. The agency or
department head and the Director of OMB shall jointly
ensure that the deputy agency or department head has
the authority and resources needed to carry out this
Act.
(d) Meetings.--To inform and advise the President, so that he may
formulate appropriate and effective civil-rights policies for the
Executive Branch, the Assistant to the President for Domestic Policy
shall convene a monthly meeting attended by the Director of OMB, the
Director of OPM, and each deputy agency or department head to--
(1) hear reports on the prevalence and the economic and
social costs of DEI, DEIA, and ``environmental justice'' in
agency or department programs, activities, policies,
regulations, guidance, employment practices, enforcement
activities, contracts (including set-asides), grants, consent
orders, and litigating positions;
(2) discuss any barriers to measures to comply with this
Act; and
(3) monitor and track agency and department progress and
identify potential areas for additional Presidential or
legislative action to advance the policy of equal dignity and
respect.
(e) Severability.--If any provision of this Act, or the application
of any provision to any person or circumstance, is held to be invalid,
the remainder of this Act and the application of its provisions to any
other persons or circumstances shall not be affected.
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