S. 382 — Dismantle DEI Act of 2025

This section rescinds in their entirety Executive Orders 13985, 13988, 14020, 14031, 14035, and 14091 and National Security Memoranda NSM-03 and NSM-04, which addressed advancing racial equity and support for underserved communities, preventing and combating discrimination on the basis of gender identity or sexual orientation, establishing the White House Gender Policy Council, advancing equity for Asian Americans, Native Hawaiians, and Pacific Islanders, promoting diversity, equity, inclusion, and accessibility in the federal workforce, revitalizing the foreign policy and national security workforce, and advancing the human rights of LGBTQI persons. It prohibits the head of any executive agency from carrying out these orders and memoranda. Not later than 90 days after enactment, it requires the head of any federal agency with a program or office implementing them to close, terminate, and wind up the program or office, including undertaking an appropriate reduction in force without reassigning or transferring affected employees or contractors.

This section directs the Director of the Office of Personnel Management (OPM), not later than 180 days after enactment, to (1) revise OPM regulations, policies, procedures, manuals, circulars, courses, training, and guidance for compliance with this Act; (2) rescind such materials promulgated to comply with specified executive orders and memoranda; (3) terminate the OPM Office of Diversity, Equity, Inclusion, and Accessibility (ODEIA) and conduct a reduction in force for its employees and contractors without transfer, reassignment, or redesignation; and (4) terminate the Chief Diversity Officers Executive Council and similarly reduce its staff. The section revokes the Council's charter upon enactment. The section also amends 5 U.S.C. §1104 (responsibilities of OPM) by adding subsection (d) to prohibit racist behavior and racist training in the federal government—including (A) discrimination on the basis of race, color, ethnicity, religion, biological sex, or national origin; (B) trainings asserting inherent or systemic superiority/inferiority, oppression, or privilege based on those characteristics; (C) maintaining offices to promote prohibited diversity, equity, or inclusion (DEI) practices (as defined in new section 1201 of the Civil Rights Act of 1964); (D) employing consultants for such practices; (E) maintaining rules, policies, or trainings for such practices; and (F) requiring assent to statements endorsing such assertions—and to require OPM to establish prohibiting standards and an oversight program ensuring compliance with these provisions, section 717 of the Civil Rights Act of 1964 (42 U.S.C. §2000e-16, prohibiting federal employment discrimination), and merit system principles (5 U.S.C. §2301).

This section directs the Director of the Office of Management and Budget (OMB), not later than 180 days after enactment, to (1) revise all OMB regulations, policies, procedures, manuals, circulars, courses, training, and guidance to ensure compliance with this Act and its amendments; (2) rescind such materials promulgated, adopted, or implemented to comply with the Executive orders and memoranda described in section 101(a)(2); and (3) rescind the version of Circular A-4 adopted on November 9, 2023.

This section prohibits federal agencies from using appropriated or otherwise available funds to maintain diversity, equity, inclusion, or accessibility (DEIA) offices or substantially similar offices. It further prohibits such funds for (1) the Chief Diversity Officers Executive Council or similar council; (2) chief diversity officers or similar officers; (3) developing, implementing, distributing, or publishing most DEIA-related plans, strategic plans, reports, surveys, action plans, or equity-related equivalents (except those required by law); (4) employee resource or affinity groups based on race, color, ethnicity, religion, national origin, sexual orientation, or gender identity; (5) agency equity teams or similar; (6) the White House Environmental Justice Interagency Council or similar; (7) the Equitable Data Working Group or similar; (8) DEIA-related trainings, including on critical theories of race or gender or intersectionality, or substantially similar trainings; (9) DEIA data dashboards or similar; (10) a DEIA-related council within the Office of Personnel Management; or (11) DEIA-related positions. This section preserves funding for historically operated Equal Employment Opportunity offices and Americans with Disabilities Act enforcement offices or programs.

This section directs the head of each federal agency to terminate, close, and wind up any office relating to diversity, equity, inclusion, or accessibility no later than 90 days after enactment, undertake an appropriate reduction in force, and prohibits transferring, reassigning, or redesignating any eliminated employee or contractor positions or functions. This section does not affect Equal Employment Opportunity offices or offices enforcing the Americans with Disabilities Act, as historically organized and operated.

This section (1) adds a new prohibited personnel practice to 5 U.S.C. §2302(b)(15)—taking or threatening a personnel action against a federal employee or applicant for employment due to the individual's refusal to complete specified trainings on diversity, equity, and inclusion (DEI), critical theory, intersectionality, sexual orientation, or gender identity; to assent to related statements or codes of conduct; or to engage in practices that treat individuals differently or classify them based on race, color, ethnicity, religion, biological sex, or national origin; (2) prohibits agency performance appraisal systems from adversely evaluating employees for such refusals, by adding subsection (e) to 5 U.S.C. §4302; and (3) extends the prohibition to senior executive service performance appraisals, by adding subsection (e) to 5 U.S.C. §4312. (Prohibited personnel practices are enforced by the Merit Systems Protection Board and Office of Special Counsel; performance appraisals inform federal employee pay, promotions, and retention.)

This section amends 5 U.S.C. §4103, which requires federal agency heads to establish and evaluate training programs for civilian employees to improve agency performance and mission goals (i.e., Government Employees Training Act programs), to prohibit such programs or plans from being developed, implemented, distributed, published, established, or purchased—(1) with respect to diversity, equity, and inclusion; critical theory (relating to race, gender, or otherwise); intersectionality; sexual orientation or gender identity; or any substantially similar theory or policy; or (2) that assert or require trainees to assert that a particular race, color, ethnicity, religion, biological sex, or national origin is inherently or systemically superior or inferior, oppressive or oppressed, or privileged or unprivileged. It further prohibits agencies from requiring employees to complete such training. This section also amends 5 U.S.C. §4118 to require the Office of Personnel Management to incorporate these prohibitions into regulations prescribing training principles, standards, and requirements.

This section prohibits the use of any federal funds in any federal agency for developing, implementing, distributing, publishing, or purchasing a training course that (1) relates to diversity, equity, inclusion, and accessibility; a critical theory relating to race, gender, or otherwise; or intersectionality, sexual orientation, or gender identity; or (2) asserts or requires trainees to assert that a particular race, color, ethnicity, religion, biological sex, or national origin is inherently or systemically superior, inferior, oppressive, oppressed, privileged, or unprivileged.

This section adds to the required stipulations in federal contracts a prohibition on performance in a working environment provided by or under the control or supervision of a contractor or subcontractor subject to, or required to comply with, a prohibited diversity, equity, or inclusion practice (as defined in section 1201 of the Civil Rights Act of 1964), as follows: (1) adding new paragraph (5) to contracts exceeding $10,000 for manufacturing or furnishing materials, supplies, articles, or equipment (amending 41 U.S.C. 6502); and (2) adding new paragraph (6) to service contracts and bid specifications (amending 41 U.S.C. 6703). (As background, these stipulations—previously covering minimum wages, maximum hours, ineligible employees, and safe working conditions—apply under the Walsh-Healey Public Contracts Act and Service Contract Act of 1965 to protect workers on qualifying federal procurement contracts.)

This section revises the prohibition on discrimination applicable to programs or activities carried out by or receiving federal assistance under the relevant subtitle of Title 40, United States Code, to (1) expand the protected categories—from sex only to race, color, biological sex, ethnicity, religion, or national origin, with respect to exclusion from participation, denial of benefits, or other discrimination; and (2) prohibit subjecting an individual to or requiring compliance with a prohibited diversity, equity, and inclusion practice, as defined in section 1201 of the Civil Rights Act of 1964. It further requires federal agency heads to enforce these prohibitions through agency rules, regulations, policies, and other actions similar to those under Title VI of the Civil Rights Act of 1964, without barring other available legal remedies.

This section prohibits federal contractors from using federal funds to (1) maintain a diversity, equity, inclusion, or accessibility office or substantially similar office; (2) maintain or employ a chief diversity officer or substantially similar position; or (3) develop, implement, distribute, publish, or purchase certain training courses on diversity, equity, inclusion, or accessibility; critical theories relating to race or gender; intersectionality; sexual orientation or gender identity; or courses asserting that a particular race, color, ethnicity, religion, biological sex, or national origin is inherently superior, inferior, oppressive, privileged, or unprivileged (or substantially similar courses). This section does not prohibit maintaining or funding historical Equal Employment Opportunity offices; offices enforcing the Americans with Disabilities Act or similar programs as historically organized and operated; or using non-federal funds for otherwise prohibited activities.

This section establishes requirements for all federal grant agreements by adding a new section 6310 to chapter 63 of title 31, United States Code. It prohibits executive agencies from awarding grants unless the agreement specifies that no federal funds may be used by recipients (1) to maintain an office relating to diversity, equity, inclusion, or accessibility; (2) to maintain or employ a chief diversity officer or similar position; (3) to develop, implement, distribute, publish, or purchase specified trainings on diversity, equity, inclusion, accessibility, critical race or gender theories, intersectionality, sexual orientation, or gender identity—or trainings asserting inherent superiority, inferiority, oppression, privilege, or unprivilege based on race, color, religion, ethnicity, biological sex, or national origin; or (4) to engage in a prohibited diversity, equity, or inclusion practice as defined in section 1201 of the Civil Rights Act of 1964. Exceptions permit maintenance of equal employment opportunity offices and Americans with Disabilities Act enforcement offices as historically operated, use of non-federal funds at the recipient's discretion, and funding for Historically Black Colleges and Universities.

This section establishes new requirements for cooperative agreements under 31 U.S.C. chapter 63 by adding section 6311, prohibiting executive agencies from entering into such agreements unless they include a provision barring the use of federal funds by any party for (1) maintaining an office relating to diversity, equity, inclusion, or accessibility; (2) maintaining or employing a chief diversity officer or similar position; (3) developing, administering, or purchasing specified trainings on diversity, equity, inclusion, accessibility, critical race or gender theories, intersectionality, sexual orientation, or gender identity, or trainings asserting inherent superiority or inferiority based on race, color, religion, ethnicity, biological sex, or national origin; or (4) any prohibited diversity, equity, or inclusion practice as defined in proposed section 1201 of the Civil Rights Act of 1964. The section specifies exceptions preserving equal employment opportunity offices, Americans with Disabilities Act enforcement offices, and non-federal funding as historically operated.

This section adds a new section 1015 to the Federal Advisory Committee Act (FACA), which governs federal advisory committees that provide independent advice to executive branch agencies. The new section prohibits the General Services Administration (GSA) Administrator, agency heads, advisory committee chairs, and the committees themselves from authorizing, directing, or implementing prohibited diversity, equity, and inclusion (DEI) practices—as defined in section 1201 of the Civil Rights Act of 1964—with respect to any agency advisory committee. It requires termination of a violating committee within 30 days of a finding by the GSA Administrator or agency Inspector General and authorizes any person to file a civil action in U.S. district court for a determination of violation, an order directing immediate termination, and awards including a minimum of $1,000 per violation per day, reasonable attorney’s fees and costs, compensatory damages, and other relief.

This section amends responsibilities of the General Services Administration (GSA) Administrator under the Federal Advisory Committee Act (FACA) by (1) adding to the annual review criteria for each federal advisory committee (i.e., group providing independent advice to federal agencies) a determination of whether it complies with the Dismantle DEI Act of 2025; (2) requiring the Administrator to prescribe guidelines and management controls for advisory committees to enforce that Act and to ensure the Committee Management Secretariat complies therewith; and (3) directing the Administrator to revise all inconsistent rules, regulations, policies, guidance, guidelines, management controls, governing documents, practices, requirements, training, or similar within 180 days of enactment.

This section amends section 1007 of title 5, United States Code, governing agency management of federal advisory committees, by (1) requiring each agency head to establish uniform administrative guidelines and management controls to ensure compliance with the Dismantle DEI Act of 2025, and (2) adding a duty for each agency's Advisory Committee Management Officer to ensure such compliance.

This section adds a new paragraph (10) to the criteria in Section 496(c) of the Higher Education Act of 1965 for the Secretary of Education to recognize accrediting agencies or associations as reliable authorities on the quality of higher education for Title IV student aid eligibility and other federal purposes. The new criterion requires such agencies to confirm that their accreditation standards do not—(A) require, encourage, or coerce institutions of higher education to engage in prohibited diversity, equity, and inclusion practices (as defined in section 1201 of the Civil Rights Act of 1964); (B) assess an institution's commitment to any ideology, belief, or viewpoint; (C) prohibit or discourage an institution from engaging in constitutionally protected activity, including maintaining a religious mission, operating as a religious institution, or associating with a religious organization; or (D) discriminate against an institution for religious speech, practice, or exercise.

This section prohibits the Secretary of Education from using funds provided under the Elementary and Secondary Education Act of 1965 (ESEA), including through grants, contracts, or cooperative agreements, to (1) maintain an Office of Diversity, Equity, Inclusion, and Accessibility or substantially similar office; (2) maintain or employ a Chief Diversity Officer or substantially similar officer; (3) develop, implement, distribute, publish, or purchase trainings relating to diversity, equity, inclusion, and accessibility (DEIA); diversity, equity, and inclusion; diversity and inclusion; diversity; critical theory (race, gender, or otherwise); intersectionality; or sexual orientation or gender identity; or (4) develop, implement, distribute, publish, or purchase trainings asserting that a particular race, color, ethnicity, religion, biological sex, or national origin is inherently or systemically superior, inferior, oppressive or oppressed, privileged, or unprivileged. It includes rules of construction clarifying that these prohibitions do not affect (1) equal employment opportunity offices or officers as historically organized and operated; (2) offices enforcing the Americans with Disabilities Act of 1990 or similar programs as historically organized and operated; or (3) the use of non-federal funds by department contractors or ESEA grant recipients.

This section (1) repeals Section 342 of the Dodd-Frank Wall Street Reform and Consumer Protection Act (12 U.S.C. 5452), which required federal financial regulators—including the Federal Reserve, FDIC, OCC, NCUA, and SEC—to establish Offices of Minority and Women Inclusion to promote diversity in agency workforce, contracting, and regulated entities; and (2) makes conforming amendments to the Consumer Financial Protection Act (12 U.S.C. 5496(c)) and the Dodd-Frank Act table of contents. This section (3) amends Section 701(f) of the Civil Rights Act of 1964 (42 U.S.C. 2000e) to define "employee" as including any compensated director of a public company (i.e., an issuer with a Securities Act of 1933 registration statement in effect); (4) adds Section 503A to the Gramm-Leach-Bliley Act (15 U.S.C. 6803) to prohibit federal functional regulators from engaging in or requiring regulated entities to engage in prohibited diversity, equity, and inclusion practices (as defined in section 1201 of the Civil Rights Act of 1964) through regulation, enforcement, guidance, or examination; (5) adds subsection (o) to Section 15A of the Securities Exchange Act of 1934 (15 U.S.C. 78o-3) to impose the same prohibition on national securities associations (e.g., FINRA) and their members; and (6) strikes "and racial, ethnic, and gender diversity" from the member requirements of the Community Development Advisory Board under the Community Development Banking and Financial Institutions Act of 1994 (12 U.S.C. 4703(d)(2)(G)). (The board advises the Community Development Financial Institutions Fund on its mission to promote economic revitalization and community development through investments in CDFIs serving low-income and underserved communities.)

This section repeals certain Department of Defense diversity, equity, and inclusion (DEI) reporting requirements and programs. Specifically, it (1) eliminates from the Secretary of Defense's annual report the requirement for reports from each military department on the status of diversity and inclusion among members, civilian employees, military service academies, Officer Candidate and Training Schools, and Senior Reserve Officers' Training Corps programs; strikes a related clause in subsection (g)(1)(B); and strikes subsections (l) and (m); (2) repeals the Chief Diversity Officer position, which oversees development and implementation of DOD DEI policy; and (3) repeals the program on diversity in military leadership, which required a comprehensive plan to promote diversity in the armed forces.

This section (1) repeals the requirement that the Administrator take reasonable steps to ensure the student body of the graduate-level Homeland Security Education Program represents racial, gender, and ethnic diversity; and (2) strikes from Coast Guard professional development training requirements under 14 U.S.C. 1903(d)(2) the phrase ", including diversity, inclusion, and issues regarding women specifically."

This section establishes a private right of action authorizing any person alleging a violation of the Act to bring a civil action in U.S. district court. If the plaintiff prevails, the court may award (1) a writ of mandamus or other equitable or declaratory relief; (2) a minimum of $1,000 per violation per day; (3) reasonable attorney’s fees and litigation costs; (4) compensatory damages; and (5) all other appropriate relief.

This section provides a severability clause stating that if any provision of this Act or its amendments, or its application to any person or circumstance, is held unconstitutional, the remainder of the Act, its amendments, and their applications remain unaffected.