Sponsors (4)
The bill trades reduced government spending, compelled ideological trainings, and administrative burdens for significant rollbacks of DEI offices, reporting, and targeted supports—reducing protections and services for marginalized groups while increasing legal uncertainty and potential litigation costs.
D.C. government employees and job applicants will not be required to sign statements or attend trainings that assert any race, sex, or national origin is inherently superior or inferior, protecting individual conscience and speech rights.
District budgets and local taxpayers may save money because funds previously used for DEI trainings, advisory offices, and staffed commissions would no longer be spent on those programs.
State and local agencies, boards, and contractors will face fewer reporting, compliance, and administrative requirements, reducing bureaucratic burden and simplifying some statutory obligations.
LGBTQ individuals will lose statutory protections, targeted services, public-health data attention, and a mayoral office for LGBTQ affairs, reducing access to coordinated supports and specialized programs.
Racial and ethnic minority residents and women will lose multiple tools—DEI trainings, oversight, Title IX and teacher diversity reporting, and equity-focused programs—weakening efforts to prevent discrimination and address disparities.
Minority-owned, disadvantaged, and equity-impact small businesses and consultants risk losing contracting opportunities and revenue because business-support programs and demand for DEI services are curtailed.
Based on analysis of 9 sections of legislative text.
Introduced September 18, 2025 by Nancy Mace · Last progress September 18, 2025
Prohibits the District of Columbia government from creating, funding, or requiring participation in diversity, equity, inclusion, and accessibility (DEI) programs, trainings, offices, affinity groups, or related plans and removes many existing D.C. code provisions and offices tied to those purposes. It lets private parties sue in federal court for violations and authorizes monetary penalties, attorneys’ fees, and other relief. The law preserves traditional Equal Employment Opportunity and ADA enforcement offices and takes effect 90 days after enactment.