The Hidden Cost of Silence: How Executive Order 14173 Threatens Inclusive Workplaces

DEIA programs serve as a bridge, uniting diverse individuals across colorful pathways, fostering inclusion and equity in professional environments.

Imagine this:

A diverse, high-performing team—built with intention, trust, and fairness—suddenly finds itself without the very infrastructure that made it possible. The bridge they walked on together every day is now cracked, and there is no plan for repair.

That’s not just a metaphor—it’s what many workplaces may experience following the implementation of Executive Order 14173, which prohibits private organizations from conducting Diversity, Equity, Inclusion, and Accessibility (DEIA) employment programs for jobs created by federal contracts.

At first glance, it might seem like just another compliance shift. But underneath, there’s something far more disruptive brewing.

Let’s talk about it.

What’s Changing—and Why It Matters

Executive Order 14173 essentially means that if your organization has federal contracts, you can no longer run DEIA initiatives for the roles created under those contracts.

That includes workshops, employee resource groups (ERGs), mentorship programs for underrepresented groups, inclusive hiring practices, and accessibility audits—to name a few.

For years, DEIA programs have helped HR leaders and executives close opportunity gaps, increase innovation, and drive stronger team performance. Removing these programs doesn’t just “pause” inclusion—it sends a message that equity is negotiable.

And that message hits harder than we think.

A Step Backward in Talent Strategy

In the race for top talent, companies have worked hard to build cultures that reflect our diverse world. DEIA programs have been central to that shift.

Now? Organizations tied to federal contracts may find themselves stuck in a bind:

• Hire diverse candidates without the support structures to retain or develop them.

• Risk morale and trust by silencing conversations that built psychological safety.

• Lose their competitive edge to companies that can still prioritize inclusion.

DEIA isn't just a “nice to have”—it's a core part of any future-focused talent strategy.

Removing it forces leaders to choose between compliance and culture.

The Silent Erosion of Belonging

Let’s be real: culture is built by actions, not statements.

When employees see DEIA programs disappear overnight, the impact is immediate—even if subtle:

• Team members may wonder if their voices still matter.

• Leaders may feel uncertain about what they’re “allowed” to say or support.

• The emotional labor of inclusion shifts back to marginalized employees without resources.

We know that inclusion is not a checkbox. It’s a daily practice, nurtured through mentorship, community, dialogue, and intentional learning.

Removing DEIA efforts doesn't just halt progress, it can undo trust that took years to build.

Disproportionate Impact on Marginalized Groups

Let’s talk outcomes. DEIA programs have been instrumental in:

• Supporting women and people of color in leadership pipelines

• Creating space for neurodiverse and disabled employees to thrive

• Driving awareness and change around biases in hiring, pay, and promotion

Without them, we risk returning to environments where “fitting in” matters more than “belonging.” Where disparities widen in silence, and few have the tools to notice, let alone fix them.

And for organizations already struggling with diversity in their leadership or workforce, this will feel like a step back—and it is.

The Legal Chill: Fear Over Progress

Another overlooked side effect of EO 14173 is confusion and fear.

What qualifies as a DEIA program? What about broader wellness initiatives that address workplace bias or mental health disparities?

When the lines are blurry, many organizations will play it safe. And “safe” often means silence. That chill discourages proactive leadership, vulnerable conversations, and the bold thinking that DEIA work requires.

The result? Even programs that could continue may get shelved out of caution.

Undermining Long-Term Business Goals

Let’s cut to the chase: the best-performing organizations in the world aren’t inclusive by accident. They’re intentionally structured to be.

McKinsey, Deloitte, and countless other studies show that diverse teams outperform homogenous ones in innovation, resilience, and problem-solving. DEIA is part of the business model, not a side project.

By curbing these efforts, EO 14173 doesn’t just affect employees, it threatens long-term organizational success.

And when innovation suffers, so does revenue, retention, and relevance in a fast-changing world.

The Slippery Slope: What Gets Cut Next?

Here’s the more profound fear many HR leaders have but rarely say aloud:

If DEIA programs can be restricted today, what else might be on the chopping block tomorrow?

• Pay transparency?

• Flexible work for caregivers?

• Inclusive leadership training?

The termination of DEIA programs under federal contract roles may just be the start of a broader rollback in workplace equity. And the moment we normalize that, we signal that inclusion is optional.

But inclusion should never be optional. It should be non-negotiable.

Redefining What’s “Political” in the Workplace

Let’s address the elephant in the room: Many call this shift a move to “depoliticize” the workplace.

But equity isn’t politics, it’s people.

• When a Black employee shares how bias has shaped their career, that’s not political—it’s personal.

• When a deaf candidate asks for accessible interviews, that’s not a controversy; it’s a right.

• When women push for equal leadership opportunities, that’s not an agenda—it’s overdue.

DEIA is about creating environments where people can show up, contribute, and grow—without hiding parts of themselves.

Framing that as “political” distracts from inequity's very real human outcomes.

So, What Can HR Leaders and Business Executives Do?

This moment demands courage and creativity.

Here’s how leaders can respond with integrity and intention:

✅ Audit your current DEIA programs and assess what falls under the new restriction—and what doesn’t.

✅ Invest in company-wide values that center equity and belonging, even when policy changes.

✅ Create internal networks of support—ERGs, mentorships, and peer groups that can operate outside federally-funded roles.

✅ Advocate for clarity and change—through coalitions, feedback channels, and legal consultation.

✅ Train your managers to lead with empathy, especially during uncertain times.

The bottom line: This doesn’t have to be the end of your DEIA journey. But it is a wake-up call to evolve how we protect and sustain it.

Final Thoughts: Inclusion Isn’t a Program. It’s a Promise.

Executive Order 14173 may restrict what’s visible. But it cannot erase what we know:

People thrive when they’re seen.

Teams grow when they’re diverse.

Businesses win when they build belongings.

This is not the time to pull back. It’s the time to double down—creatively, compliantly, and courageously.

Let’s keep building bridges, even when others are breaking them.

Join the conversation.