Justice Department Ditches Long‑Standing DEI Mandate
What’s the deal? On August 4, the Department of Justice pulled the plug on a decree that had been shaping federal hiring for almost 45 years.
Why It Matters
- It was a 44‑year legacy tying every federal recruitment effort to diversity, equity, and inclusion theories.
- Dropping it gives agencies the freedom to reshape policies without that old legal safety net.
Official Statement
The DOJ said: “This decree is no longer necessary as we move forward with updated hiring approaches.”
Audience Reaction
Reactions have spiked from relief to confusion. Some cheer it as a breath of fresh air; others warn it could prompt big policy shifts across the whole federal workforce.
Looking Ahead
With the curtain closed on this old rule, the DOJ is ready to craft a new framework that balances innovation with accountability.
Justice Department Tosses Out a 40‑Year‑Old Diversity Escapade
The Department of Justice (DOJ) has finally scrubbed a 1981 decree that was born out of the Luevano v. Ezell lawsuit – a complaint filed by a group of minority job seekers in 1979 who accused the federal bureaucracy of discrimination. On August 1, the Civil Rights Division announced that it will pull the plug on the old order.
Why the Decree Stuck Around for Four Decades
- It forced the federal government to adopt “disproportionate” hiring formulas based on old, out‑dated notions of diversity, equity and inclusion (DEI).
- The Office of Personnel Management (OPM) had to comply with stringent, almost draconian test‑review rules.
- For over 40 years, it literally made it harder to hire the best talent – the very people the government was supposed to serve.
Assistant Attorney General Harmeet K. Dhillon issued a punchy statement: “For over four decades, this decree has hampered the federal government from hiring the top talent of our nation,” she said. “Today, the Justice Department removed that barrier and reopened federal employment opportunities based on merit—not race.”
The 1981 Consent Decree – A Quick Recap
Back in ’81, the government had agreed to ditch the Professional and Administrative Career Examination (PACE) and put in place two “special” hiring pilots: the Outstanding Scholar Program and the Bilingual/Bicultural Initiative. An OPM memo from 2007 claimed that PACE violated portions of the Civil Rights Act of 1964. The memo explained that these pilots were meant to counter the adverse impact that traditional exam procedures sometimes had on diversity.
What’s Happening Next?
Just a few days before announcing the decree’s cancellation, the DOJ released new guidelines telling any federal‑funded group or individual that they can’t participate in DEI programs. This comes in a statement that says recipients may not engage in “unlawful discrimination,” and must stay within the bounds of federal antidiscrimination laws, regardless of how the programs are labeled.
Funding recipients span a wide array – from K‑12 schools and universities to nonprofit organizations and private companies that contract with the government. The memo became public on July 29.
Running Rumblings on the Trump Front
Since Trump took office in January, the administration has hammered out several executive orders aimed at eliminating DEI or similar frameworks. They argue that these policies are discriminatory, undermine merit-based hiring, and waste taxpayer money. The result? Many DEI‑related programs were scrubbed from federal agencies, and some employees involved in them were let go. The move has sparked legal challenges, and a few private entities have already rolled back such initiatives in the months leading up to the Trump presidency.
All in all, the DOJ’s decision signals a shift: grow a workforce that’s judged on competence and fit, not on labels or clicks. The question that remains is whether the federal system will now finally thrive on merit, or if the moves will stir another round of debates over equity and inclusion.