The Uncertain Future of DEI and African American Women in the Workforce

By C. Clark

Introduction

It’s unfortunate, but common knowledge: there are still very few women in the IT field — and even fewer African American women. In response to this longstanding imbalance, various initiatives have been introduced over the decades to help level the playing field. The most recent and high-profile initiative is DEI, which stands for Diversity, Equity, and Inclusion.

While DEI has gained widespread attention in recent years, its roots go back decades. Many sources trace the beginning of the DEI movement to the passage of the Civil Rights Act of 1964, which outlawed discrimination based on race, color, religion, sex, or national origin. That law laid the groundwork for many of today’s workplace inclusion efforts.

What I want to focus on here, however, is the most recent iteration of DEI, which gained momentum following the murder of George Floyd in 2020. The global outcry for racial justice spurred companies across industries to create DEI departments and hire Chief Diversity Officers. It was a hopeful moment — a sign that companies were beginning to recognize their responsibility in creating equitable work environments.

However, that momentum is now facing fierce political backlash. Former President Donald Trump and many in the Republican Party have called for the dismantling of DEI programs altogether. Companies like Target have quietly removed their DEI departments without any public resistance.

This raises an alarming question: Could this be a backdoor attempt to weaken or even eliminate the Civil Rights Act itself? Just as Roe v. Wade was overturned after decades of legal precedent, are we now seeing the slow erosion of the very laws that protect marginalized communities?

DEI vs. The Civil Rights Act of 1964

With efforts underway to dismantle DEI programs — and potentially the legal infrastructure behind them — the future for African American women in the workforce appears increasingly uncertain. Since the start of the current administration, over 300,000 African American women have lost their jobs. While data is still limited, anecdotal evidence suggests a combination of layoffs and voluntary exits, with some women even leaving the country in search of better opportunities and psychological safety.

It's important to understand the distinction between DEI frameworks and the Civil Rights Act:

• The Civil Rights Act of 1964 is a federal law that prohibits discrimination based on race, color, religion, sex, or national origin in employment, education, public accommodations, and voting.

• DEI is a set of organizational policies and practices designed to proactively create more inclusive, representative, and equitable workplaces.

Even though companies are phasing out DEI departments, the Civil Rights Act technically still stands. But if enforcement is relaxed and protections are undermined, what good is the law in practice?

The Job Outlook for African American Women

African American women have always worked — from domestic labor during the Jim Crow era to today’s roles in tech, healthcare, education, and business. But entering and rising within Corporate America has always been a struggle. Now, it appears that the current administration may be working to make that struggle even harder.

In recent years, many African American women have taken control of their destinies by leaving corporate roles to start their own businesses. These small businesses not only created jobs but also fostered community wealth and economic independence.

But even that progress is now under threat.

In March 2025, President Trump signed an Executive Order eliminating two key federal support programs for minority-owned businesses:

• The Minority Business Development Agency (MBDA)

• The Community Development Financial Institutions (CDFI) Fund

These agencies were crucial in helping Black entrepreneurs access capital, mentorship, and federal contracts — support systems that often made the difference between success and failure.

Thankfully, there is resistance. The Executive Order is currently being challenged in court. On May 13, 2025, a federal judge issued a preliminary injunction halting the order’s implementation. While this is a temporary win, the legal battle is far from over.

Conclusion

As I continue to explore my own next career move, I am keeping a close eye on these developments — not just for myself, but for all African American women navigating similar paths. The rollback of DEI programs, combined with political efforts to dismantle support for minority-owned businesses, paints a worrying picture of the road ahead.

But this is also a call to action. We must stay informed, speak out, support one another, and demand that our rights — and our futures — are protected.

Stay tuned. I’ll be writing more on this topic in future issues.