Highlights

• Executive Order 14173 has removed federal DEIA programmes.
• Policy changes and administrative disruptions increase turnover risks among minority employees.

Following the January 2025 issuance of Executive Order 14173, federal diversity, equity, inclusion, and accessibility (DEIA) programmes were dismantled, thereby increasing concern about career stability and workplace equality.

Surveys conducted through mid-2024 showed rising employee engagement and job satisfaction, yet workforce advocates warn that the rollback of DEIA initiatives could up turnover risks, particularly among minority groups.

Similar trends in private corporations suggest that removing diversity programmes often worsens conditions for underrepresented employees.

Impacts on Workforce Representation and Career Opportunities

Although women constitute around 46 per cent of the federal workforce and people of colour account for roughly 41 per cent, significant disparities persist in leadership and compensation.

White males dominate the Senior Executive Service (SES), and women occupy only about one-third of senior positions.

At the intersection of race and gender, Black and Hispanic women face lower pay and limited advancement opportunities despite comparable qualifications. Hispanic women encounter the steepest decline in representation at higher grades.

Age also affects pay disparities, with older women experiencing gaps exceeding $10,000 annually, which shows systemic inequality in federal employment.

Consequences of Policy Reversal and Administrative Disruptions

Continuous institutional changes, policy reversals, and administrative reclassifications have led to instability for federal employees. Minority staff report that career progression is closely connected to systemic stability, and disruptions reduce trust in the workplace.

Previous reforms improved representation, but ongoing volatility continues to disadvantage minority employees.

Research indicates that employees in environments lacking inclusive practices show lower willingness to stay, which stresses the importance of sustained policies that promote workplace equality.

Employee Retention and Minority Workforce Concerns

Surveys by the MissionSquare Research Institute reveal that over half of state and local government employees considered leaving their jobs, with younger and Black workers being most likely to depart.

Recruitment delays and funding approval processes add pressure, especially for minority employees navigating competitive positions. Environments without multicultural support result in lower trust, higher attrition, and increased reports of discrimination, echoing nationwide rises in EEOC charges, which grew over nine per cent in 2024.

Federal Workforce Policy and Implications for Women and Minorities

Changes in federal workforce policy following Executive Order 14173 have amplified career barriers for women and minority employees, even as participation rises.

Leadership roles remain dominated by white males, pay gaps persist, and frequent administrative disruptions undermine confidence.

The report underscores that maintaining stability and fair representation in federal employment is critical for retaining a diverse workforce, while the removal of DEIA programmes intensifies structural challenges for underrepresented groups.

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