Executive Order on Combating Race and Sex Stereotyping

Table of Contents

By the authority given to me as President under the Constitution and the laws of the United States, including the Federal Property and Administrative Services Act (40 U.S.C. 101 et seq.), and with the goal of ensuring efficiency and cost-effectiveness in federal contracting, fostering unity in the federal workforce, and addressing harmful race and sex-based stereotyping, I hereby issue the following order:

Section 1. Purpose

From the battle at Gettysburg to the Montgomery bus boycott and the marches from Selma to Montgomery, brave Americans have risked everything to ensure their children grow up in a country that lives by its founding ideals. The Declaration of Independence boldly states that all people are created equal, a principle that inspired the Founders to establish a nation unlike any other. President Abraham Lincoln recognized that this principle serves as the unifying force that connects patriotic and freedom-loving people, regardless of background. This same belief motivated the courageous Black soldiers of the 54th Massachusetts Infantry Regiment to fight for the Union and later inspired Dr. Martin Luther King Jr. to dream of a future where people are judged by their character rather than their skin color.

Because of the sacrifices and dedication of those who came before us, America has made meaningful progress toward achieving this vision, especially in the decades following Dr. King’s historic speech.

Unfortunately, today, a different view of America is being promoted – one that prioritizes group identity over individual dignity and equality. This perspective falsely claims that the United States is fundamentally racist and sexist, that certain groups are inherently oppressors, and that racial and gender identities matter more than our shared humanity as Americans.

This divisive ideology distorts history and America’s role in the world. Though marketed as innovative, it mirrors outdated arguments once used to defend slavery – such as those made by Lincoln’s political rival, Stephen A. Douglas, who falsely claimed that the government was designed exclusively for white men. The Founders rejected such racialized views, and they were decisively defeated in the Civil War. Yet today, these same discredited ideas are being repackaged and used to drive Americans apart instead of bringing them together in pursuit of a shared future.

Sadly, this harmful ideology is no longer confined to the fringes – it is infiltrating key institutions across the country. Diversity training programs in workplaces, including within the federal government and among its contractors, are teaching employees that individuals and institutions are inherently racist or sexist based solely on race or gender.

For instance, the Department of the Treasury held a seminar stating that all white people, regardless of their personal beliefs or actions, contribute to racism. Employees were also encouraged to reject the idea that Americans should aim to be colorblind or that skills and character should define individuals.

Training materials from Argonne National Laboratories, a federal institution, suggested that racism is deeply embedded in every aspect of American life and characterized ideas such as meritocracy and colorblindness as forms of bias.

Similarly, materials from Sandia National Laboratories targeted non-minority males, suggesting that valuing rationality over emotion is a trait of “white males” and asking participants to acknowledge their privilege in group discussions.

A Smithsonian Institution museum graphic claimed that core American values – such as objective thinking, hard work, the nuclear family, and belief in a single God – are not unifying principles for all Americans but instead characteristics of “whiteness.” The museum also suggested that confronting one’s “whiteness” may lead to guilt, defensiveness, or fear.

These teachings contradict the fundamental ideals of the United States. Our nation is founded on the belief that all individuals are equal under the law and should have the opportunity to succeed based on merit.

Federal agencies, the military, federal contractors, and grant recipients should always ensure that workplaces are free from discrimination based on race, sex, or other protected characteristics. Training employees to foster inclusive environments is important. The federal government remains committed to ensuring fair and equal treatment for all individuals.

However, the type of training described above promotes racial and gender stereotypes, reinforces division, and pressures individuals into ideological conformity. While such ideas may be embraced in certain academic circles, they should not be funded by taxpayer dollars. Studies indicate that diversity training focused on blame and guilt often reinforces biases rather than reducing them, ultimately harming opportunities for minorities.

The federal civil service operates under merit-based principles outlined in 5 U.S.C. 2301, which ensure that all employees are treated fairly in personnel decisions, regardless of race or sex, and with respect for their constitutional rights. Telling federal employees that evaluating individuals based on merit is itself racist or sexist directly undermines these principles and weakens the effectiveness of public service. Likewise, members of our military should not be taught that the country they serve is inherently racist. Such teachings threaten the unity and effectiveness of our armed forces.

The same applies to federal contractors. The government has long prohibited discrimination based on race or sex and has required contractors to take steps to prevent such discrimination. When federal contractors promote training programs that rely on racial or gender-based stereotyping, it weakens workplace efficiency and fosters division. Encouraging this kind of ideology creates unnecessary conflict and distracts from the goals of excellence and teamwork in public service.

Accordingly, the United States policy is to prohibit the promotion of race – or sex-based stereotyping or scapegoating within the federal workforce and the Uniformed Services. Additionally, federal grant funds shall not be allocated for such purposes, and federal contractors will not be allowed to introduce these ideologies into their employee training programs.

Section 2. Definitions

For the purposes of this order, the following definitions apply:

(a) "Divisive concepts" refers to ideas that include, but are not limited to:

The belief that one race or sex is naturally superior to another.
The claim that the United States is inherently racist or sexist.
The notion that an individual, solely due to their race or sex, is inherently oppressive, whether consciously or unconsciously.
The idea that individuals should be discriminated against or treated unfairly based on their race or sex.
The belief that people of one race or sex are incapable of interacting with others without considering race or sex.
The assumption that a person’s moral character is determined by their race or sex.
The belief that individuals should bear responsibility for past actions committed by others of the same race or sex.
The notion that individuals should experience guilt, discomfort, or distress due to their race or sex.
The claim that values such as meritocracy or a strong work ethic are inherently racist or sexist or were created by one race to oppress another.

The term "divisive concepts" also includes any other forms of race or sex-based stereotyping or scapegoating.

(b) "Race or sex stereotyping" refers to assigning specific characteristics, values, ethical beliefs, privileges, or social status to a person or group based solely on their race or sex.

(c) "Race or sex scapegoating" means blaming or assigning fault to individuals based on their race or sex. This includes the assertion that people, by virtue of their race or sex, are inherently biased, oppressive, or responsible for historical injustices.

(d) "Senior political appointee" refers to individuals appointed by the President or non-career members of the Senior Executive Service (or an equivalent agency-level system).

Section 3. Requirements for the United States Uniformed Services

The Uniformed Services of the United States, including the Armed Forces, must not instruct, teach, or train service members – whether on active duty, reserve duty, attending a military academy, or participating in military education programs – to believe or adopt any of the divisive concepts defined in Section 2(a). Furthermore, no service member shall be penalized, discriminated against, or face any negative consequences for declining to accept, endorse, or act upon these concepts.

Section 4. Requirements for Government Contractors

(a) Unless exempted under section 204 of Executive Order 11246 (Equal Employment Opportunity) as amended, all federal agencies entering into contracts must ensure that the following provisions are included in every government contract moving forward:

During the fulfillment of this contract, the contractor agrees to the following terms:

The contractor must not implement any workplace training that promotes race or sex-based stereotyping or scapegoating. This includes any training that teaches:
- One race or sex is naturally superior to another.
- Individuals, solely due to their race or sex, are inherently racist, sexist, or oppressive, either consciously or unconsciously.
- People should face discrimination or unfavorable treatment based on their race or sex.
- Members of one race or sex cannot or should not strive to treat others impartially.
- A person’s moral character is defined by their race or sex.
- Individuals are responsible for past actions committed by members of the same race or sex.
- Someone should experience guilt, distress, or discomfort because of their race or sex.
- Meritocracy or qualities such as a strong work ethic are racist or sexist or were created by a particular race to oppress others.
The term "race or sex stereotyping" refers to attributing character traits, values, ethical standards, privileges, or beliefs to a person based solely on their race or sex. "Race or sex scapegoating" means blaming or assigning guilt to an individual based on their race or sex, including claims that people of a certain race or sex are inherently biased or oppressive.
The contractor must provide a notice, supplied by the agency contracting officer, to all labor unions or worker representatives with whom they have agreements. This notice will inform workers of the contractor’s commitments under the Executive Order issued on September 22, 2020, titled Combating Race and Sex Stereotyping. The contractor must also post copies of this notice in visible locations for employees and job applicants.
If the contractor does not comply with the requirements outlined in sections (1), (2), and (4) or with any regulations or orders related to the Executive Order of September 22, 2020, the contract may be canceled, suspended, or terminated. The contractor may also be declared ineligible for future government contracts as per the procedures established in Executive Order 11246. Additional penalties and corrective actions may be enforced in accordance with regulations issued by the Secretary of Labor.
The contractor must include the terms outlined in sections (1) through (4) in every subcontract or purchase order unless exempted by applicable regulations. The contractor must take action to enforce these provisions within their subcontractor relationships as directed by the Secretary of Labor. If legal disputes arise with subcontractors or vendors due to compliance with these terms, the contractor may request the U.S. government to intervene to safeguard its interests.

Investigation and Compliance

(a) The Department of Labor, through the Office of Federal Contract Compliance Programs (OFCCP), will set up a hotline and review complaints regarding violations of this order and Executive Order 11246. If a federal contractor is found to be using training programs that violate these requirements, the Department will take necessary enforcement measures and provide appropriate remedies.

(b) Within 30 days of this order, the Director of OFCCP will issue a notice in the Federal Register requesting information from federal contractors, subcontractors, and their employees regarding workplace training, workshops, or similar diversity and inclusion programs. The request will ask for details on training content, duration, frequency, and costs associated with these activities.

Section 5. Federal Grant Requirements

Agency heads must review all grant programs under their jurisdiction and determine which require recipients to certify that federal funds will not be used to support training or activities promoting the following concepts:

One race or sex is superior to another.
A person, based solely on race or sex, is inherently racist, sexist, or oppressive.
Individuals should be treated unfairly due to their race or sex.
Members of one race or sex cannot or should not treat others impartially.
Moral character is determined by race or sex.
Individuals bear responsibility for actions committed by past members of their race or sex.
People should experience guilt, distress, or discomfort because of their race or sex.
Meritocracy and traits such as a strong work ethic are forms of oppression.

Within 60 days of this order, each agency head must submit a report to the Director of the Office of Management and Budget (OMB) listing all grant programs identified under this review.

Section 6. Agency Responsibilities

(a) Ensuring fairness and equal treatment for all individuals is a core principle that must be upheld in the federal workplace. Agencies should continue conducting training programs that encourage a respectful and inclusive work environment. Therefore:

(i) Each agency head shall utilize their authority under 5 U.S.C. 301, 302, and 4103 to ensure that the agency itself, its employees while on duty, and any contractors hired to provide training, workshops, forums, or similar programs (hereafter referred to as "training") do not instruct, promote, or act upon any of the divisive concepts outlined in section 2(a) of this order. Agencies may seek guidance from the Office of Personnel Management (OPM) as permitted under 5 U.S.C. 4116 in implementing this requirement.

(ii) Diversity and inclusion efforts within agencies should primarily focus on encouraging employees to refrain from making judgments about one another based on race, color, ethnicity, sex, or any other characteristic protected under federal law.

(b) The Director of OPM shall propose regulations ensuring that any supervisor or agency official responsible for diversity and inclusion efforts, who approves or implements training programs promoting the divisive concepts outlined in section 2(a), will face appropriate performance-based disciplinary actions in accordance with Chapter 43 or 75 of Title 5, United States Code.

(i) Issue a directive incorporating the requirements of this order into agency procedures, including ensuring that all contracts for diversity training comply with this order.

(ii) Require the agency inspector general to conduct a thorough review and assessment of compliance with this order at least once per year, submitting a report to the Office of Management and Budget (OMB).

(iii) Assign at least one senior political appointee to oversee compliance with the provisions of this order.

Section 7. OMB and OPM Review of Agency Training

(a) Under OPM’s authority as defined in 5 U.S.C. 4115-4118, all diversity and inclusion training programs for agency employees must undergo a compliance review by OPM before implementation to ensure adherence to section 6 of this order.

(b) If a contractor provides diversity or inclusion training that promotes the divisive concepts outlined in section 2(a) in violation of their contract, the agency responsible for that contract shall determine whether to initiate debarment proceedings against the contractor, in accordance with applicable laws and in consultation with the Interagency Suspension and Debarment Committee.

(c) Within 90 days of the issuance of this order, each agency must report to OMB all spending related to federal employee training programs on diversity and inclusion during Fiscal Year 2020. The report should include both overall spending totals and a breakdown of amounts awarded to individual contractors.

(d) The Directors of OMB and OPM may jointly issue further directives and guidance to ensure agency compliance with this order.

Section 8. Title VII Compliance

The Attorney General shall continue to assess whether workplace training programs that promote the divisive concepts outlined in section 2(a) contribute to a hostile work environment or create liability under Title VII of the Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.). If deemed necessary, the Attorney General and the Equal Employment Opportunity Commission shall release public guidance to help employers foster diversity and inclusion in a manner that aligns with Title VII.

Section 9. Effective Date

This order takes effect immediately, except that the provisions in section 4 shall apply to contracts signed 60 days after the date of this order.

Section 10. General Provisions

(a) Nothing in this order prevents agencies, the Uniformed Services, or contractors from promoting racial, cultural, or ethnic diversity and inclusion, provided these initiatives comply with the provisions of this order.

(b) This order does not prohibit the objective discussion of divisive concepts listed in section 2(a) in an academic setting, so long as the material is presented impartially and without endorsement.

(c) If any part of this order or its application to specific individuals or circumstances is deemed invalid, the remainder of the order and its application to other individuals or situations shall remain unaffected.

(d) This order does not override or interfere with:

(i) The legal authority granted to any executive department, agency, or its leadership.
(ii) The responsibilities of the Director of the Office of Management and Budget regarding budgetary, administrative, or legislative recommendations.

(e) Implementation of this order shall be in accordance with applicable laws and dependent on the availability of funding.

(f) This order does not create any enforceable legal rights or benefits, either substantive or procedural, for any party against the United States, its agencies, employees, officers, or any other person.