In some solid news for patriots who want to see the federal government hire bureaucrats on the basis of competence and patriotism rather than random Diversity, Equity, and Inclusion (DEI) factors, President Trump’s Office of Personnel Management just released a memo in which it announced a total end of DEI in federal hiring.
The new plan, which will end racial quotas and preferences in the hiring process and even stop the collection of statistics on what members of various races, ethnicities, sexes, and so on are hired, was released by the Chief Human Capital Officers Council (CHCO) in conjunction with the White House Domestic Policy Council and OPM.
Beginning, the memo announcing the new plan and articulating how the new hiring process will work trashed the heretofore diversity-focused system as being overly complex and essentially anti-competence and anti-merit in who it prioritizes for hiring. It explained, “The American people deserve a Federal workforce dedicated to American values and efficient service. Yet, Federal hiring criteria long ago abandoned any serious need for technical skills and adherence to the Constitution. Instead, the overly complex Federal hiring system overemphasized discriminatory “equity” quotas and too often resulted in the hiring of unfit, unskilled bureaucrats. The American people, who deserve a government that works for them, have suffered.”
Continuing, the memo explained that Trump had already demanded the federal government shift away from DEI and toward merit, explaining, “In his January 20, 2025 Executive Order 14170, Reforming the Federal Hiring Process and Restoring Merit to Government Service (“Restoring Merit”) President Trump directed that ‘recruitment and hiring processes’ become ‘more efficient and focused on serving the Nation’ and that hiring be based on ‘merit, practical skill, and dedication to our Constitution.’ These changes will ‘ensure that the Federal workforce is prepared to help achieve American greatness, and attract the talent necessary to serve our citizens effectively.’”
Then, noting the goals of the Merit Hiring Plan demanded by President Trump in his executive order, the memo stated, “1. Prioritize recruitment of individuals committed to improving the efficiency of the
Federal government, passionate about the ideals of our American republic, and committed to upholding the rule of law and the United States Constitution; 2. Prevent the hiring of individuals based on their race, sex, or religion, and prevent the hiring of individuals who are unwilling to defend the Constitution or to faithfully serve the Executive Branch; 3. Implement, to the greatest extent possible, technical and alternative assessments as required by the Chance to Compete Act of 2024; 4. Decrease government-wide time-to-hire to under 80 days; 5. Improve communication with candidates to provide greater clarity regarding application status, timelines, and feedback, including regular updates on the progress of applications and explanations of hiring decisions where appropriate; 6. Integrate modern technology to support the recruitment and selection process, including the use of data analytics to identify trends, gaps, and opportunities in hiring, as well as leveraging digital platforms to improve candidate engagement; and 7. Ensure Department and Agency leadership, or their designees, are active participants in implementing the new processes and throughout the full hiring process.”
Later, the memo provided a description of the motivating idea behind the plan, which is that federal hiring should be based not on various ethnic and sexual factors, but rather on competence. It said, “A bedrock principle of the Merit Hiring Plan is that all Americans must be hired, recruited, and promoted in Federal jobs without regard to race, sex, color, religion, or national origin. Racial quotas and preferences in Federal hiring, recruitment and promotion ‘deny, discredit, and undermine the traditional American values of hard work, excellence, and individual achievement.’ Illegal, demeaning, and immoral “diversity, equity, and inclusion” (DEI) programs in hiring, recruiting, interviewing, training, professional development, internships, fellowships, promotion, and retention must end immediately.”
That’s not all. The new plan will also focus on screening for bureaucrats who are patriotic and devoted to making the federal government an efficient machine that works for the American people. The memo provided, in part, “OPM’s Talent Team, working with agency Talent Teams, will launch a government-wide recruitment effort to attract ‘individuals committed to improving the efficiency of the Federal
government, passionate about the ideals of our American republic, and committed to upholding
the rule of law and the United States Constitution’ to Federal service.”
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OPM Acting Director Charles Ezell said, defending the new plan, “OPM is committed to creating a federal workforce that reflects the highest standards of merit and service. This plan ensures we hire based on talent, dedication, and constitutional principles, delivering a government that works effectively for all Americans.”
Watch Pete Hegseth sound off on DEI in the military here: