Who is affected and how:

• Department of Defense components and leadership: Will need to revise internal policies, directives, and regulations that implement the repealed or amended statutory authorities. Offices or roles that existed because of statutory language may be eliminated, repurposed, or shifted under different chains of authority.

• Members of the Armed Forces and DoD civilian employees: May experience changes in available training, official guidance on workplace inclusion, and the presence of dedicated DEI offices or liaisons. Narrowed training requirements could reduce the frequency or scope of required human-relations training and alter workplace climate initiatives.

• DoD DEI officers, program staff, and managers (including positions such as Chief Diversity Officer): Could lose statutory basis for their positions or see changes in duties and reporting lines, potentially resulting in reassignments, job eliminations, or organizational restructuring.

• Contractors and training providers: Vendors who deliver DEI or human-relations training to DoD may see contracts curtailed, scopes reduced, or future procurements altered if statutory training requirements are narrowed.

• Underrepresented groups and diversity-focused stakeholders: May be affected indirectly by reduced institutional emphasis on DEI initiatives, which could influence recruitment, retention, promotion processes, workplace climate, and access to supportive programs.

• Legal and compliance offices: Will face increased workload to interpret changes, update compliance programs, and ensure continuing compliance with overarching federal nondiscrimination laws. Changes could also prompt litigation or administrative complaints from employees or advocacy groups opposed to the repeals.

Overall effect: The legislation reduces or eliminates statutory mandates and positions tied to DoD DEI activities. That will shift responsibility for any remaining DEI-related work into discretionary administrative policy, potentially lowering programmatic emphasis and contractual demand for related services. Broader federal civil-rights obligations remain in effect and will continue to constrain personnel actions and discrimination complaints.