Under Attack: Why and How I-O Psychologists Should Counteract Threats to DEI in Education and Organizations
Kayla Brooke Follmer, Isaac Sabat, Kristen P. Jones, and Eden King
“Instructors and materials teaching that men and members of certain races, as well as our most venerable institutions, are inherently sexist and racist are appearing in workplace diversity trainings across the country, even in components of the Federal Government and among Federal contractors… Therefore, it shall be the policy of the United States not to promote race or sex stereotyping or scapegoating in the Federal workforce or in the Uniformed Services, and not to allow grant funds to be used for these purposes. In addition, Federal contractors will not be permitted to inculcate such views in their employees." Executive Order 13950 signed by Donald J. Trump, September 22, 2020
As highlighted in the opening quote above, former President Donald Trump issued an Executive Order in 2020 that cast diversity training and education programs in an alarmingly negative light, describing them as “destructive,” “anti-American,” and “designed to divide us and to prevent us from uniting as one people in pursuit of one common destiny for our great country.” Furthermore, in the days leading up to this Executive Order, President Trump publicly decried institutions that teach curricula that recognize the existence of systematic racism and White privilege, likening such curricula to a form of “child abuse” and instead advocating for “patriotic education” and a “pro-American curriculum” (National Public Radio, 2020). Despite the fact that this executive order was overturned by President Biden, it set a precedent for state-based legislation seeking to defund or dismantle diversity, equity, and inclusion (DEI) programs within institutions of higher learning and workplace organizations. In this article, we contend that these legislative initiatives represent a significant threat to DEI progress by creating a chilling effect on policies and programs that aim to increase DEI-literacy among young professionals and impeding organizational efforts to recruit, select, and retain historically underrepresented employees.