- Original Article Summary:
Federal contractors say they’re stuck between nondiscrimination laws and anti-DEI orders
Since President Trump took office, federal contractors have been scrambling to figure out how to continue complying with nondiscrimination laws without running afoul of his anti-DEI executive orders.
Here’s What They Meant To Say
Government Contractors Panic Over Having to Treat People Equally
Oh no! The federal contractors who spent years checking diversity boxes instead of hiring the most qualified candidates are now in a tailspin. President Trump had the audacity to issue executive orders that prioritize merit over race and gender quotas, and now they’re unsure how to function. The horror of hiring based on qualifications rather than a color-coded spreadsheet must be absolutely terrifying for them.
DEI Bureaucrats in Disarray
For years, these companies built entire departments around “diversity, equity, and inclusion” programs, which often meant pushing identity politics above competency. Now, with Trump’s orders cracking down on these discriminatory hiring practices, they’re suddenly worried about—get this—following the actual nondiscrimination laws they claim to support. Maybe, just maybe, hiring based on merit wouldn’t be such a bad idea after all?
How Will They Ever Survive?
So, to summarize: Federal contractors are confused because they’re being told to stop discriminating in the name of “anti-discrimination.” If only there were a simple solution—oh wait, there is: hire the best person for the job. But I guess that’s too much to ask from the professional diversity enforcers.