Shortly after President Trump took the oath for his second term, he signed executive orders targeting Diversity, Equity, and Inclusion (DEI) initiatives. These orders aimed to turn DEI, which had been a frequent target during his campaign and Project 2025, into a strategic tool for his administration. This metaphorical “magic wand” was intended to be a versatile instrument for his administration to wield in pursuit of its objectives.
In early 2025, as communities grieved the loss of loved ones in a plane crash in Washington, DC, and the Francis Scott Key Bridge collapse in Maryland, President Trump and his supporters attributed these tragedies to Diversity, Equity, and Inclusion policies.
With these orders, disinformation took root.
Trump’s administration dismantled legal protections afforded by civil rights laws, which were established through the sacrifices of figures like Dr. Martin Luther King Jr. Monuments honoring Black achievements faced threats, while federal employees were instructed to identify and eliminate references to “inclusion” and “women” in official documents. This approach was justified by labeling diverse hiring practices as “illegal DEI,” suggesting such practices should be eradicated. The administration’s orders promoted the return to discriminatory hiring practices, as an experiment showed that resumes with Black-sounding names were less likely to receive interview callbacks.
Prominent Black officials, including Librarian of Congress Carla Hayden, were dismissed with dubious justifications. In Hayden’s case, it was alleged that she was “putting inappropriate books in the library for children,” despite the Library of Congress not primarily serving children. The administration’s narrative required no substantiation.
Many businesses, fearing repercussions, quickly conformed. Banks and financial institutions removed DEI references from their reports, and tech and retail giants like Google, Meta, and Amazon followed suit. Media companies such as CBS, Disney, Conde Nast, and Paramount Skydance laid off journalists of color. A Black journalist noted, “It so happens that part of their agenda is to, let’s be real, not just get rid of DEI initiatives, but to get rid of diversity in and of itself.”
These measures collectively paved the way for an environment of open discrimination, reviving harmful stereotypes about Black individuals.
Trump’s administration marked a significant setback for Black women in the workplace, as they were disproportionately affected by the revival of unfair labor practices. Despite their resilience across industries, Black women faced enormous challenges. A 2020 Lean In report titled The State of Black Women in Corporate America, along with a 2026 Institute for Women’s Policy Research (IWPR) study, highlighted that Black women lost a net total of 113,000 jobs in 2025, accounting for 54.7% of all female job losses despite being only 14.1% of the female workforce.
We were on a different path
The murder of George Floyd in 2020 and the subsequent racial reckoning opened many business leaders’ eyes to the pervasive nature of racism. In the years following the pandemic, businesses increasingly recognized how these issues contributed to systemic disparities, such as the racial wealth gap and limited opportunities for Black individuals. Many companies began hiring equity professionals to lead strategic initiatives, offering hope for Black women seeking advancement.
Employees, customers, and advocates pushed for dedicated equity efforts, insisting that justice and equity leaders be empowered with appropriate authority and support. These requests were widely acknowledged by organizations like SHRM, McKinsey, and talent agencies like Russell Reynolds. The Chief Justice and Equity Officer role at UCS, held by Sonja Spears, emerged from this collective push.
It appeared that significant progress was being made for Black women.
By 2021, the number of chief equity officers tripled as companies sought to fulfill their social justice commitments. However, under the second administration, executive orders targeting equity work undermined these efforts, with business leaders subsequently abandoning these initiatives.
Some CEOs had already grown weary of the ongoing commitment required to maintain equity gains, leading to the reduction of chief equity officer roles. This left them with less authority and smaller budgets, further minimizing Black women’s chances of achieving workplace equality.
Where we stand today
While some organizations remain dedicated to early 2020s equity goals, they must often do so discreetly to remain financially viable. These groups continue their support by finding creative ways to carry on. Organizations like UCS, which can stand firm against the administration’s threats, have not changed course.
Advocating for Black women’s advancement in the workplace is a shared responsibility that extends beyond equity officers. Black women bring valuable skills and experiences, and their exclusion deprives organizations of a talented workforce. Inclusion benefits not only Black women but also veterans, people with disabilities, and the business as a whole.
In this critical period, those committed to inclusion must continue to champion justice, equity, and inclusion and oppose authoritarianism. Learning about Black women’s historical contributions and their impact is essential.
Take action to resist the erasure of Black women in workplaces and society. Recognize and celebrate their achievements, support businesses that resist these regressive changes, and contribute to legal battles as much as possible.
Now more than ever, affirm community bonds through gatherings and support, ensuring resilience for the future. We must keep our focus on creating a just and equitable world where Black women are valued and protected.
Together, we are stronger than the forces that seek to divide us.
