Three Trump “Diversity Wrongs” for President Biden to Quickly Correct

NOTE: I drafted this blog prior to the January 6th horrific happenings at our nation’s Capitol building.

The past four years has seen an unparalleled assault on diversity and inclusion under the Trump administration, and throughout this time I have written about some of the areas Trump attacked. In this blog, I highlight three areas I have blogged about that hopefully the new President Biden will quickly address after his inauguration.

1) Reversing Trump’s attacks on transgender Americans. Throughout his tenure, Trump has relentlessly attacked the rights of transgender people, effectively denying transpeople actually exist. Trump started the ball rolling in the Fall of 2019 tweeting that gender should be defined as a biological immutable condition determined by genitalia at birth, and directing the US Dept of Health and Human Services in an effort to establish a tight legal definition of gender under Title IX.

The US Dept of Health proposed that “the sex listed on a person’s birth certificate, as originally issued, shall constitute definitive proof of a person’s sex unless rebutted by reliable genetic evidence,” which led to the US Health and Human Services publishing a final rule interpreting the Health Care Rights Law (§1557 of the Affordable Care Act) removing explicit protections against trans exclusions in health insurance on June 19, 2020.

Click and go to the bottom of this earlier blog to find links to multiple blogs and resources I have written about supporting transgender people in the workplace.

2) Rescinding Executive Order 13950 which tries to stop workplace training that deals with systemic racism in our country. Actually, the way the executive order was written, it is still possible to deliver meaningful diversity, equity and inclusion training that does address our systemic issues, but it may just need to be toned down a little. Unfortunately, the mean-spirited intentions behind the executive order frightened a lot of organizations to stop all forms of diversity training out of fear of losing government contracts.

The NAACP Legal Defense Fund, the National Urban League and the National Fair Housing Alliance have filed a lawsuit arguing that this executive order violates free speech rights and strangles workplace attempts to address systemic race and sex discrimination.

Link to the blog I quickly published when this executive order first hit the news, “Trump cancels federal racial sensitivity training – Five reasons why this is so wrong.”

Let’s restart the process of getting Harriet Tubman on our $20 bill

3) Restart the machinery to place Harriet Tubman on our $20 bill. With nothing but white men on all circulating US coins and paper money, everything was aligned to finally place a woman on one piece of major circulating currency. To commemorate the 100th anniversary of women suffrage in 2020, a poll was taken and African-American abolitionist Harriet Tubman won the vote to the first woman placed on our paper money. Everything was set and ready to go.

But then Trump and his Treasury Secretary Steven Mnunchin cancelled the effort, stating that this cannot happen before 2028 (!!) You can read the complete story in my blog “Black Lives Matter and our $20 Bill – An Awful American Travesty.” Now with President Biden about to take office and his appointment of our country’s first female Treasury Secretary Janet Yellen, perhaps Ms. Tubman can much sooner grace our $20 bill.

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I know there are probably 1,000 awful horrible things Trump as done over the past four years like enabling the polluting of the earth, allowing hundreds of thousands to die from COVID, permitting Russia to hack into our national security systems, and more, but these are the three I have blogged about in the past.

Trump cancels federal racial sensitivity training – Five reasons why this is so wrong

Diverse teams outperform those that are not.

NOTE: Links to several of my previous blogs on the subject of race and racism are at the bottom of this short blog.

As a diversity and inclusion consultant, I was in for a Labor Day weekend shock when my colleague Cecilia Orellana-Rojas, the National Diversity Council’s Senior VP of Strategy and Research, texted me a Forbes article that President Trump has now ordered a ceasing of all federal government employee trainings on racial sensitivity. Link to the Forbes article.

In his pronouncement, Trump is calling diversity training divisive and anti-American, particularly referring to efforts to that promote racial understanding in our nation.

Here are my five reasons why this is so horribly wrong.

1) Diversity training is about building unity, not divisiveness. The purpose of diversity training done right is bring diverse people together to understand the value and strengths each unique person brings to an organization. Diversity training promotes understanding people different from you and treating them with respect.

2) Diversity training is ultimately and totally American, not anti-American. The United States has been built upon diverse people coming from all areas of the world and contributing their gifts and talents to building this “great experiment” (as called by several our country’s founders.) The US’s strength comes from being perhaps the most diverse nation on earth.

3) There are past historical wrongs that do need to be addressed. Yes, even as people came from all over the globe to build a new fantastic nation, there are dark stains on our history that need to be recognized. These include the genocide of the Native Americans that were here before the European settlers, the dehumanizing institution of slavery, and the pushing out of, and the stealing of land from, the first Hispanic settlers in the American southwest.

Movement Like “Black Lives Matter” are working to address systemic racism.


4) The current wrongs and issues in our country need to be addressed, not ignored. Sure, slavery was abolished over 150 years ago, but systemic racism and unfair treatment of our Black population is pervasive and documented. To grow as a country, we must come to face to the realities of systemic racism and start to seriously address it.

5) Relevant diversity strategy and training breeds success. This has been proven in the business world; companies and organizations that “get diversity” outperform their non-diverse peers and are more profitable.  See leading consulting group McKinsey’s report “Diversity Wins and How Inclusion Matters.”

Let us all unite to build a better more inclusive diverse nation and world where together we grow stronger and better.

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Links to several of my past related blogs on this topic

Diversity and Inclusion- Does It Divide Us or Unify Us?

In “Facing the Truth – Racism Still Persists in the USA,” I discuss both personal and institutional racism.

This blog summarizes an excellent book providing an excellent long-term historic view of racism in the US: Divided We Stand – Racism in America from Jamestown to Trump – a Book Review.

Trump cancelled approved plans to place African-American woman Harriett Tubman on our $20 bill

And a recent blog about how Trump reversed the plans to place Harriett Tubman on our $20 bill. 

A guest blog by my cousin Brandon who works as a priason social worker; Five Steps to Reduce the Mass Incarceration of African Americans.

Two cool books on race relations from a University of Chicago Graduate.

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Blog author Stan Kimer is a diversity consultant and trainer who handles all areas of workplace diversity and with a deep expertise in LGBTQ+ diversity strategy and training, Unconscious Bias and Employee Resource Groups. Please explore the rest of my website and never hesitate to contact me to discuss diversity training for your organization, or pass my name onto your HR department.  [email protected]