Trump's DEI Policy Poses Threat to Women and Minorities in STEM, Workers Warn

Federal employees express concerns over the potential impact of the executive orders, fearing setbacks for diversity in STEM fields.

As President Donald Trump’s executive orders aimed at restricting diversity, equity, and inclusion (DEI) programs take effect, several women working in science, technology, engineering, and math (STEM) positions within the federal government have raised alarm over the potential consequences for underrepresented groups. Many fear that the new policies will deepen existing gender and racial divides in STEM fields, which have long struggled with a lack of diversity.

While women make up more than half of the U.S. population, they represented only about one-third of all STEM professionals as of 2021, according to the National Center for Science and Engineering Statistics. Marginalized communities, including Black and Hispanic individuals, face even greater disparities. Despite their higher representation in the overall population, Black and Hispanic workers made up just 9% and 15% of STEM jobs, respectively, in 2021.

In interviews with NBC News, women in STEM fields expressed concerns ranging from limited access to career opportunities to a growing sense of exclusion under the new administration’s directives. One Hispanic woman working in a federal science and technology organization, who requested anonymity out of fear of retaliation, questioned the logic behind a merit-based system that overlooks the historical challenges women face in STEM. "If we really have a society where there’s 'equal' participation and anybody can do anything, then where are the women in STEM?" she asked.

The Trump administration has defended its stance, with White House press secretary Karoline Leavitt describing the executive orders as a fulfillment of Trump's campaign promises. "President Trump campaigned on ending the scourge of DEI from our federal government and returning America to a merit-based society," Leavitt stated, claiming that the policies benefit Americans of all races and creeds.

But for many federal employees in STEM fields, these policies threaten to undermine progress that has been made toward achieving a more inclusive workforce. In particular, women of color have faced distinct barriers in advancing their careers, with studies showing that even when nonwhite women enter federal STEM jobs at higher grades, they are less likely to be promoted and more likely to leave the workforce earlier. The same research from the USDA Forest Service found that nonwhite men were more likely to be terminated than other groups.

One Black federal employee, who has worked in various STEM agencies, argued that restricting DEI programs could have a negative impact on scientific progress. "Scientific integrity demands diversity. We get better outcomes when research teams have diverse perspectives," she said, noting that inclusion in research and decision-making leads to improved problem-solving. “It only improves the shaping of research questions and the interpretation of results. So it matters. It matters to the science.”

The employee emphasized that diversity in STEM fields is essential for fostering innovation and advancing knowledge. “Humans are complicated, and no one — no one race or creed — has it figured out. The more that we can work together, we can improve our outcomes.”

For other women working in the federal government’s STEM sector, programs aimed at recruiting underrepresented groups have been instrumental in leveling the playing field. One biologist who benefited from a paid federal internship program for marginalized groups explained that such initiatives help people who may not have the resources to take on unpaid internships or lack professional connections. "You can compete for jobs you weren’t able to before," she said. "That’s highly important for people who are from lower income, middle income, or who are mothers who might not have the free time to go and do all this volunteer work."

The biologist stressed that these programs don’t give jobs to unqualified candidates. Instead, they simply offer individuals who otherwise wouldn’t have access to STEM careers the chance to compete on equal footing. “It doesn’t mean that I was hired because I’m a woman or because I’m gay. They thought I was the best applicant for the job,” she said.

With DEI programs now under threat, many worry that the erosion of such initiatives could deter women and minorities from applying for STEM positions. Programs like employee resource groups, which have historically provided support and guidance in navigating workplace dynamics, are crucial for fostering a sense of community and belonging. "When you feel like you have a part of the community, you can do your job better," said one Hispanic federal worker. "How do you stand shoulder to shoulder with folks that, just because they’re male, they’re getting listened to more?"

As DEI policies face increasing scrutiny and potential rollbacks, many in STEM fields are concerned that the progress made toward inclusion and diversity may be lost. The effects of these changes remain to be seen, but for now, federal employees say they are anxious about the future of diversity in STEM.