Dismantle DEI Act of 2025
Summary
What This Bill Does
The bill adds new Title XII to Civil Rights Act of 1964 defining prohibited DEI practice as discrimination based on race, color, ethnicity, religion, biological sex, or national origin, or requiring DEI training/statements, defines codifies the definition of prohibited DEI practice in new Section 1201 of Civil Rights Act, and requires rescinds 6 executive orders and 2 national security memoranda related to racial equity, gender identity discrimination, AAPI equity, and federal workforce DEIA. It relies on compliance mandates, exemptions, appropriations, and grants. The main policy areas are Federal Employment, Education, Finance, and Civil Rights.
Who Benefits and How
Federal employees who refuse DEI training could face lower compliance burdens, Fannie Mae, Freddie Mac, Federal Home Loan Banks could face lower compliance burdens, and Employees who object to DEI training could face lower compliance burdens.
Who Bears the Burden and How
Office of Personnel Management DEIA staff could face higher costs, Federal equity and DEIA program employees could face higher costs, and Federal agency DEI offices and staff could face higher costs.
Key Provisions
- Adds new Title XII to Civil Rights Act of 1964 defining prohibited DEI practice as discrimination based on race, color, ethnicity, religion, biological sex, or national origin, or requiring DEI training/statements...
- Defines codifies the definition of prohibited DEI practice in new Section 1201 of Civil Rights Act.
- Requires rescinds 6 executive orders and 2 national security memoranda related to racial equity, gender identity discrimination, AAPI equity, and federal workforce DEIA.
- Requires OPM Director to revise all policies for compliance, terminate ODEIA office and Chief Diversity Officers Executive Council.
- Requires OMB Director to revise all policies for compliance within 180 days, rescind DEI-related policies, and rescind Circular A-4.
Evidence Chain:
This summary is generated from the full bill text using AI analysis. Expand "Detailed Analysis" below for identified beneficiaries/burden bearers with clause-level evidence links.
At a Glance
What This Bill Does
The bill adds new Title XII to Civil Rights Act of 1964 defining prohibited DEI practice as discrimination based on race, color, ethnicity, religion, biological sex, or national origin, or requiring DEI training/statements, defines codifies the definition of prohibited DEI practice in new Section 1201 of Civil Rights Act, and requires rescinds 6 executive orders and 2 national security memoranda related to racial equity, gender identity discrimination, AAPI equity, and federal workforce DEIA.
Key Policy Areas
Federal Employment, Education, Finance, Civil Rights
Primary Purpose
The bill adds new Title XII to Civil Rights Act of 1964 defining prohibited DEI practice as discrimination based on race, color, ethnicity, religion, biological sex, or national origin, or requiring DEI training/statements, defines codifies the definition of prohibited DEI practice in new Section 1201 of Civil Rights Act, and requires rescinds 6 executive orders and 2 national security memoranda related to racial equity, gender identity discrimination, AAPI equity, and federal workforce DEIA.
Policy Domains
Title I - Federal Workforce
Identified Gains
- Federal employees who refuse DEI training
- Fannie Mae, Freddie Mac, Federal Home Loan Banks
- Employees who object to DEI training
- Plaintiffs attorneys and anti-DEI litigants
- Financial regulatory agencies (SEC, CFPB, OCC, FDIC, NCUA, FHFA)
Identified Costs
- Office of Personnel Management DEIA staff
- Federal equity and DEIA program employees
- Federal agency DEI offices and staff
- Federal DEI office employees
- Diversity offices at financial regulatory agencies
Sponsors
Legislative Progress
In CommitteeMr. Cloud (for himself, Ms. Tenney, Ms. Hageman, Mr. Moolenaar, …
Referred to the Committee on Oversight and Government Reform, and …
Introduced in House
Stakeholder Effects
cui bono?How this legislation distributes effects. Mention counts reflect frequency, not effect magnitude.
Chief Diversity Officers across federal agencies, Department of Education DEI programs, Equal Employment Opportunity offices
Positive-direction: Fannie Mae, Freddie Mac, Federal Home Loan Banks, Federal agencies with equity programs, Federal employees opposed to mandatory DEI training, Federal employees who refuse DEI training
Negative-direction: Chief Diversity Officers across federal agencies, Department of Education DEI programs, Federal DEI office employees, Federal advisory committee members and staff, Federal advisory committees, Federal agency DEI offices and staff, Federal agency HR and management, Federal agency heads, Federal equity and DEIA program employees, Federal program administrators, Federal workforce training programs, General Services Administration, Office of Management and Budget, Office of Personnel Management DEIA staff
Higher education accrediting agencies, Historically Black Colleges and Universities, Religious colleges and universities
Positive-direction: Religious colleges and universities, Universities with DEI-focused accreditation standards
Negative-direction: Higher education accrediting agencies, Universities and nonprofits receiving federal grants with DEI programs
Federal cooperative agreement parties, Federal grant recipients, Parties to federal cooperative agreements
DEI and critical theory training providers, DEI training providers and consultants, DEI training providers to federal government
Federal contractors with DEI programs, Federal contractors with DEI programs funded by federal dollars, Federal contractors without DEI programs
Positive-direction: Federal contractors without DEI programs, Federal contractors without DEI requirements
Negative-direction: Federal contractors with DEI programs, Federal contractors with DEI programs funded by federal dollars
Diversity offices at financial regulatory agencies, Federal financial regulators, Financial regulatory agencies (SEC, CFPB, OCC, FDIC, NCUA, FHFA)
Positive-direction: Financial regulatory agencies (SEC, CFPB, OCC, FDIC, NCUA, FHFA)
Negative-direction: Diversity offices at financial regulatory agencies, Federal financial regulators
Banks and financial institutions, FINRA and securities firms
Plaintiffs attorneys and anti-DEI litigants, Plaintiffs challenging DEI practices
Bill Structure & Actor Mappings
Who is "The Secretary" in each section?
- "agency_head"
- → Head of each Federal agency
- "the_director_omb"
- → Director of the Office of Management and Budget
- "the_director_opm"
- → Director of the Office of Personnel Management
- "the_office"
- → Office of Personnel Management
- "federal_contractor"
- → Federal contractor or subcontractor
- "agency_head"
- → Head of an executive agency
- "grant_recipient"
- → Grant recipient or party to cooperative agreement
- "agency_head"
- → Head of each agency
- "inspector_general"
- → Inspector General for each agency
- "the_administrator"
- → Administrator of General Services Administration
- "secretary"
- → Secretary of Education
- "federal_functional_regulator"
- → Federal functional regulators (SEC, CFPB, etc.)
- "national_securities_association"
- → National securities associations (e.g., FINRA)
- "any_person"
- → Any person (private right of action)
Note: 'The Secretary' in Title VI refers to Secretary of Education, while 'Federal functional regulator' in Title VII encompasses multiple agency heads including SEC, CFPB, OCC, FDIC, NCUA, and FHFA
Key Definitions
Terms defined in this bill
Means (1) discriminating for or against any person on the basis of race, color, ethnicity, religion, biological sex, or national origin; (2) requiring training or coursework that asserts 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; or (3) requiring signing of or assent to statements or codes of conduct asserting such claims.
We use a combination of our own taxonomy and classification in addition to large language models to assess meaning and potential beneficiaries. High confidence means strong textual evidence. Always verify with the original bill text.
Learn more about our methodology