Donald TrumpThe vow to prohibit diversity, equity and inclusion (DEI) initiatives in workplaces and educational institutions the first day of his administration is not about fairness – it is about erasing decades of progress and re-establishing systemic racial barriers under the guise of equality. This is not a neutral political proposal, but a model of a modern-day color-blind Jim Crow 2.0.

Characterizing DEI as “I Didn’t Earn It,” as critics derisively call it, is not only insulting, but echoes the rhetoric and practices of the Jim Crow era, which sought to delegitimize the achievements and contributions of black Americans by portraying them as unqualified. or unworthy. The poll taxes and literacy tests of that era operated under the idea that black people were fundamentally unqualified to participate in democracy. The Supreme Court justified “Jim Crow,” aka separate but “equal,” by asserting in Plessy v. Ferguson that racial separation did not impose inequality and that any perception of inferiority among black Americans was the result of their own errors of thought. Ironically, the Roberts Court, in its decision to strike down affirmative action in college admissions, also accused blacks of a similar type of “erroneous thinking.” Chief Justice Roberts wrote for the majority: “They erroneously concluded that the touchstone of an individual’s identity lies not in challenges overcome, skills acquired, or lessons learned, but in the color of his skin…” Cedric Merlin Powell argues that such logic rewrites history and creates an incredibly narrow definition of discrimination, focusing on outcomes while ignoring structural inequalities.

A key figure in Trump’s anti-DEI agenda is Stephen Miller, who is reportedly set to become Trump’s deputy chief of staff for policy. Miller has proposed transforming the Equal Employment Opportunity Commission (EEOC) into an entity focused on what he calls “anti-white discrimination.» Thus, the Trump presidency appears poised to roll back workplace protections for Black Americans to a degree not seen since late last year. Reconstructionwhich ushered in Jim Crow. For Black professionals, who already face systemic barriers and entrenched inequalities, this represents a direct attack on their opportunities and dignity in the workplace.

The claim that DEI initiatives unfairly disadvantage white Americans is not only false, but dangerously misleading. American institutions – from housing to education – have systematically excluded Black Americans and other people of color for generations, creating barriers that persist today. Programs like the GI Bill, celebrated as the first in the United States “colorblind” policyapparently extended benefits to all veterans. Yet, in practice, black veterans were excluded from the benefits of home loan that white veterans used to build generational wealth. This exclusion laid the foundations for the racial wealth gap This still continues: Black Americans hold on average a fraction of the wealth of white Americans.

Today, DEI initiatives aim to address these inequities, but Trump and his allies, including Christopher Rufo, the architect of the “critical race theory” panic, present these programs as preferential treatment. They claim that DEI promotes “unqualified” black professionals and other people of color, while advocating for a so-called “color-blind” meritocracy. This narrative reflects historical efforts to disguise exclusion as neutrality and is based on a lie.

According to a McKinsey & Company study, Black Americans are currently one to three centuries far from achieving employment and economic parity with their white counterparts without targeted interventions. Is the objective to extend this gap by a millennium? Far from privileging people of color, DEI initiatives and policies like affirmative action have barely cracked the doors of opportunity. These programs are not intended to elevate the “unskilled” but to dismantle the structural barriers that perpetuate inequalities.

Miller moved from theory to action in his role at America First Legal, amplifying the myth of reverse discrimination. He targeted institutions like Northwestern University And NASCAR with lawsuits and complaints alleging that DEI initiatives marginalize white men. But the data tells a completely different story. According to an article from The United States todayRegarding Miller’s EEOC complaint against NASCAR, Miller alleged that NASCAR, one of the least diverse sports, discriminated against white men because it had a program aimed at increase the diversity of the pit crew. According to the article, NASCAR has only one black driver in its inaugural Cup Series and five Members of the Black Well crew over 300. So, would equity be zero? Miller’s narrative is a deliberate attempt to weaponize “color blindness” and allegations of reverse discrimination to dismantle programs that promote equity.

Trump’s agenda does not only aim to dismantle DEI: it seeks, like the Plessy court and the Roberts court, to delegitimize the very idea that systemic racism exists. This tactic is part of a long historical pattern. In 1866, President Andrew Johnson vetoed the Civil Rights Act, arguing that it unfairly advantaged black Americans over whites, and made what might be called the first reverse discrimination argument. Trump’s strategy follows the same template, updated for today’s political landscape. Today, systemic racism often operates through policies and practices designed by what I call the “hidden hand” to appear racially neutral or by obscuring the role that race has played, as in racial wealth gap, to reframe the narrative while maintaining white dominance. Nicolas Confessore’s investigative report in The New York Times revealed a coordinated “hidden hand” effort to dismantle DEI initiatives under the guise of combatting “anti-white bigotry.”

For black professionals, the stakes couldn’t be higher. DEI and anti-discrimination policies provide essential frameworks for addressing microaggressions, bias, and systemic inequities in the workplace. Highly qualified black professionals those with skills, education and abilities still find themselves unemployed and underemployed. Without these programs, workplaces risk returning to environments where equity isn’t even an afterthought. The consequences extend beyond individuals. Dismantling DEI stifles innovation, alienates diverse consumer bases, and undermines the ability of organizations to compete in an increasingly globalized and diverse economy.

Combating this “colorblind” agenda requires collective action. Businesses have both the responsibility and the tools to resist. Businesses have the right to demand workplace training and hiring practices that support competitiveness in the marketplace. Government excesses in these areas, if properly policed, could be challenged in court, with lower courts and the Supreme Court potentially putting an end to the violation of corporate autonomy.

By doubling down on DEI, addressing systemic inequities, and advocating for policies that promote inclusion, businesses can combat the erosion of civil rights and lay the foundation for a more equitable future . Trump’s attack on DEI is not only a rollback of our politics, it is a test of our national commitment to equity and justice. The stakes couldn’t be higher.