President Trump signed orders ending efforts to fight discrimination within the Federal Government and within schools in the United States. The order—which is being portrayed as anti-discriminatory—claims that efforts to eliminate racism and sexism are themselves actually racist and sexist.
The order on workplace discrimination focuses on disparate treatment and disparate impact. These point to practices in which employers, including the Federal government, have historically—intentionally or unintentionally—used policies, tactics and strategies that have an effect of discrimination on the basis of race or sex. Minorities and women have a harder time being hired for these jobs, despite their credentials. Within employment, women and minorities have a harder time promoting and receiving pay raises, despite having the same qualifications as their white male counterparts.
In short, employers, including the government, have used tactics that aren't overtly discriminatory, but which have a discriminatory effect. This is what the Trump Administration is bringing back today. The administration has also ordered the Department of Justice to refuse any suits of private employment that fit this description.
In schools, the administration is ending all efforts to assure that minority children aren't disciplined more harshly than their white classmates. This is being painted as an issue of discrimination against white people, and as generally unfair. But the fact is that before these regulations, minority children have historically been disciplined more harshly than their white counterparts for the same behaviors.
https://www.whitehouse.gov/fact-sheets/2025/04/fact-sheet-president-donald-j-trump-signs-landmark-order-to-restore-equality-of-opportunity-and-meritocracy/
https://www.whitehouse.gov/fact-sheets/2025/04/fact-sheet-president-donald-j-trump-reinstates-commonsense-school-discipline-policies/
https://publichealth.berkeley.edu/news-media/research-highlights/black-students-are-punished-more-often#:~:text=The%20authors%20wrote%2C%20%E2%80%9CRelative%20to,2.9%20times%20more%20likely%20to
https://factorialhr.com/blog/disparate-treatment/
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