The latest Executive Order signed by President Trump on April 23, 2025, titled "Restoring Equality of Opportunity and Meritocracy," eliminates disparate impact liability in federal employment policy. Learn how this change could impact workplace discrimination claims and DEI compliance.

It directs the Attorney General and the Equal Employment Opportunity Commission (EEOC), within 45 days of the order, to “assess all pending investigations, civil suits, or positions taken in ongoing matters under every federal civil rights law within their respective jurisdictions, including Title VII of the Civil Rights Act of 1964, that rely on a theory of disparate-impact liability…” It also directs other federal agencies to effectively do the same, some within 45 days and others within 90 days. And, the Attorney General and EEOC are directed to “formulate and issue guidance or technical assistance to employers regarding appropriate methods to promote equal access to employment regardless of whether an applicant has a college education, where appropriate.”

A Significant Shift in Workplace Discrimination Law

While framed as a return to merit-based employment practices, this sweeping Executive Order marks a significant change in how workplace discrimination claims—specifically disparate impact—will be evaluated under federal law.

But what does this mean for employees, employers, and HR professionals?

Let’s start with the basics:

Disparate Impact vs. Disparate Treatment Discrimination: What’s the Difference?

Under U.S. anti-discrimination laws—such as Title VII of the Civil Rights Act—two key legal theories are often used to prove unlawful discrimination:

Disparate Impact Discrimination

This occurs when a neutral workplace policy or practice disproportionately harms a protected group—even if there was no intent to discriminate.

Example:
A company implements a height requirement for job applicants. While it appears neutral, it may disproportionately exclude women or individuals of certain ethnic backgrounds. That unintended effect can give rise to a disparate impact claim.

Key Characteristics:

• Unintentional discrimination
• Based on statistical outcomes
• Often seen in hiring, promotions, or testing criteria

Disparate Treatment Discrimination

This is the more familiar form of discrimination—when an employer treats someone differently because of their protected status (race, gender, religion, etc.).

Example:
A manager refuses to promote an equally qualified candidate because she is pregnant. This is direct and intentional discrimination.

Key Characteristics:

• Intentional unequal treatment
• Often easier to identify, but harder to prove without clear evidence
• May involve overt bias or prejudice

What the Executive Order Changes:

The new Executive Order eliminates disparate impact liability in federal employment policy and regulations. This means:

• Federal agencies, contractors, and regulated entities are no longer expected to analyze or correct practices that produce unequal outcomes unless intentional discrimination can be proven.
• Title VI disparate impact regulations previously enforced by the Department of Justice have been revoked.
• DEI initiatives that were built to proactively address disparate outcomes may now be legally vulnerable.

The rationale?
The Order argues that disparate impact theory forces race-conscious practices, compelling employers to consider demographics over merit, which the administration believes is unconstitutional.

Implications for Employers and DEI Policies

This Order creates a new legal landscape:

1. Federal Contractors & Government Entities must review their compliance programs—especially those involving hiring, testing, and promotion criteria that previously considered statistical disparities.
2. Private Employers, though not directly bound, the Order may influence litigation trends and public expectations. Courts may become more skeptical of claims based solely on disparate impact.
3. Diversity, Equity, and Inclusion (DEI) Programs and strategies focused on closing outcome gaps could be seen as race- or gender-conscious decision-making, which may now face legal challenges.
4. Employee Protections where employees may find it harder to challenge facially neutral practices that have discriminatory effects, even when patterns of exclusion are evident.

This Executive Order represents a dramatic departure from decades of anti-discrimination enforcement. While the Order re-centers meritocracy as a guiding principle, it also narrows the avenues for challenging systemic inequality in the workplace. The effect of this Executive Order is a significant raising of the bar for employees alleging discrimination. Under the prior framework, a plaintiff could bring a successful claim by showing that a neutral policy disproportionately affected a protected group—even without proving intent.

Now, plaintiffs must prove intentional discrimination—a much more difficult standard. This shift:

• Narrows the legal pathway for holding employers accountable for systemic inequities;
• Requires evidence of overt bias or discriminatory motive, which is often concealed or subtle; and
• Makes it harder to challenge institutional practices that may perpetuate inequality, even if no one person intended to discriminate.

In short, by eliminating disparate impact as a legal tool, the Executive Order removes a critical mechanism for addressing hidden or structural discrimination in the workplace. We will continue to monitor developments regarding the implementation of this Executive Order and its impact on this critical area of the employment law landscape.