HR 800119th CongressIn Committee

DEI to DIE Act

Introduced: Jan 28, 2025

Standard Summary

Comprehensive overview in 1-2 paragraphs

DEI to DIE Act (H.R. 800) is a House bill introduced on January 28, 2025 by Representative Mills. It would repeal and terminate the federal government’s Diversity, Equity, Inclusion (DEI), Diversity, Equity, Inclusion, and Accessibility (DEIA), and related environmental-justice efforts across all federal agencies and entities. The bill orders the removal of DEI offices and programs, requires agencies to reassess and remove DEI-related policies and training, and directs the Office of Management and Budget (OMB), the Attorney General, and the Director of the Office of Personnel Management (OPM) to coordinate the shutdown. It also mandates rapid reporting to OMB on the scope of DEI programs in existence as of a specific date, and requires ongoing oversight through monthly presidentially-initiated meetings to track costs and progress toward policy goals stated in the bill. The core aim is to end what the bill calls discriminatory DEI programs and to ensure federal employment and enforcement practices do not incorporate DEI or DEIA considerations. It would have broad implications for federal workforce management, contracting, grants, and civil-rights policy, with a defined 60-day deadline for key actions after enactment.

Key Points

1Elimination of DEI/DEIA and environmental-justice offices and related policies
2- The bill directs the termination of DEI, DEIA, and “environmental justice” offices, positions (including Chief Diversity Officer roles), and related plans, grants, and performance requirements to the maximum extent allowed by law.
3Required actions within 60 days of enactment
4- Agencies must (1) terminate DEI/DEIA and related offices, plans, and requirements; (2) provide OMB with a comprehensive list of all DEI-related positions, programs, contractors, and recipients since January 20, 2021, including assessments of potential relabeling to preserve functions; and (3) task deputy heads to assess the operational impact and costs of prior DEI programs and outline actions to align programs with the bill’s equal-dignity standard.
5Workforce and contracting changes
6- Federal employment practices, including performance reviews, must not consider DEI/DEIA factors, goals, policies, mandates, or requirements.
7- Termination of DEI-related grants, contracts, and set-aside programs, and the removal of DEI training materials from federal contractors and agencies.
8Oversight and reporting mechanism
9- The Deputy agency/department head must assess operational impact and costs and may propose actions, including notifications to Congress under 28 U.S.C. 530D, to realign programs with the bill’s policy of equal dignity and respect.
10- A monthly presidentially chaired meeting with OMB, OPM, and deputy heads to review prevalence and costs of DEI-related activities, discuss barriers to compliance, and monitor progress.
11Severability
12- If any provision is found invalid, the rest of the act remains in effect.

Impact Areas

Primary group/area affected- Federal employees, federal agencies, and the federal workforce ecosystem (including training, performance reviews, and internal policies) would be reshaped to exclude DEI/DEIA considerations.Secondary group/area affected- Federal contractors and grantees, particularly those who provided DEI training or engaged in DEI-related activities, as well as organizations receiving federal funding for DEI- or environmental-justice-related programs.Additional impacts- Budgetary and administrative implications for conducting rapid terminations and reorganizations within a 60-day window; potential effects on civil-rights enforcement and compliance programs and any ongoing obligations or lawsuits tied to DEI initiatives.- Legal and policy implications could arise from existing discrimination and civil-rights laws, since DEI practices are often tied to broad anti-discrimination goals and equal-protection commitments; the act would remove or constrain such considerations in federal operations.- Public and political implications, including shifts in how the federal government addresses equity-related issues and how Congress and the administration monitor civil-rights policy.The act cites Executive Order 13985 and related plans as the background for DEI initiatives, labeling them as discriminatory. It treats DEI/DEIA and environmental-justice programs as illegitimate and mandates their termination.The date references (e.g., November 4, 2024; January 20, 2021) are specific in the bill and would shape what agencies must inventory and review.The format in the bill includes a strong directive to restructure or halt DEI-related activities, with limited room for preservation of those functions under a revised approach focused on “equal dignity and respect” rather than DEI metrics.

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