Federal Agencies Ordered to Shut Down DEIA Programs by 5 PM Today
The memorandum also instructs agencies to identify any instances where DEIA-related initiatives may have been rebranded under different terminology.
The U.S. Office of Personnel Management (OPM) has issued initial guidance to federal agencies instructing them to dismantle Diversity, Equity, Inclusion, and Accessibility (DEIA) offices and programs following recent executive orders signed by President Trump. The executive orders, titled Ending Radical and Wasteful Government DEI Programs and Preferencing and Initial Rescissions of Harmful Executive Orders and Actions, repeal a prior directive aimed at fostering DEIA initiatives in the federal workforce.
In a memorandum dated January 21, 2025, OPM’s Acting Director Charles Ezell outlined the steps agencies must take to comply with the executive orders. Agencies are required to close DEIA offices, terminate related contracts, withdraw DEIA-related policies, and halt associated training programs.
Agencies must act swiftly, with initial actions due by January 22, 2025. These include notifying employees about the closures, removing DEIA-related online content, and rescinding any policies established under the now-repealed Executive Order 14035: Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce, issued in 2021. Employees working in DEIA offices are to be placed on paid administrative leave while agencies determine further personnel actions.
By January 23, agencies must submit reports detailing the number of DEIA-related employees and contracts, as well as plans to comply with the executive orders. By January 31, agencies are required to submit formal plans for a reduction-in-force process affecting DEIA office employees.
Employees placed on administrative leave will continue to receive full pay and benefits but will be restricted from accessing work emails or performing official duties. The memorandum also instructs agencies to identify any instances where DEIA-related initiatives may have been rebranded under different terminology.
The executive orders and the resulting guidance mark a significant policy shift from the previous administration’s efforts to integrate DEIA principles into federal employment practices. The move has drawn both support and criticism, with proponents arguing it eliminates unnecessary spending and refocuses government priorities, while opponents express concern over the potential impact on workplace diversity and inclusion efforts.
OPM has instructed agencies to direct any questions regarding implementation to designated contacts and submit all required reports by the deadlines specified in the memorandum.