I 
119TH CONGRESS 
1ST SESSION 
H. R. 800 
To enact into law the executive order relating to ending diversity, equity, 
and inclusion programs in the Federal Government, and for other purposes. 
IN THE HOUSE OF REPRESENTATIVES 
JANUARY 28, 2025 
Mr. MILLS introduced the following bill; which was referred to the Committee 
on Oversight and Government Reform 
A BILL 
To enact into law the executive order relating to ending 
diversity, equity, and inclusion programs in the Federal 
Government, and for other purposes. 
Be it enacted by the Senate and House of Representa-
tives of the United States of America in Congress assembled, 
SECTION 1. SHORT TITLE. 
This Act may be cited as the ‘‘DEI to DIE Act’’. 
SEC. 2. ELIMINATION OF DIVERSITY, EQUITY, AND INCLU-
SION IN FEDERAL GOVERNMENT. 
(a) FINDINGS.—Congress finds the following: 
(1) The Biden Administration forced illegal and 
immoral discrimination programs, going by the name 
‘‘diversity, equity, and inclusion’’ (in this Act re-
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ferred to as ‘‘DEI’’), into virtually all aspects of the 
Federal Government, in areas ranging from airline 
safety to the military. 
(2) This was a concerted effort stemming from 
President Biden’s first day in office, when he issued 
Executive Order 13985, ‘‘Advancing Racial Equity 
and Support for Underserved Communities Through 
the Federal Government’’. 
(3) Pursuant to Executive Order 13985 and 
follow-on orders, nearly every Federal agency and 
entity submitted ‘‘Equity Action Plans’’ to detail the 
ways that they have furthered DEIs infiltration of 
the Federal Government. 
(4) The public release of these plans dem-
onstrated immense public waste and shameful dis-
crimination. 
(5) That ends today. Americans deserve a Gov-
ernment committed to serving every person with 
equal dignity and respect, and to expending precious 
taxpayer resources only on making America great. 
(b) ELIMINATION.— 
(1) IN GENERAL.—The Director of the Office of 
Management and Budget (in this Act referred to as 
‘‘OMB’’), assisted by the Attorney General and the 
Director of the Office of Personnel Management (in 
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this Act referred to as ‘‘OPM’’), shall coordinate the 
termination of all discriminatory programs, includ-
ing illegal diversity, equity, and inclusion (in this 
Act referred to as ‘‘DEI’’) and diversity, equity, in-
clusion, and accessibility (in this Act referred to as 
‘‘DEIA’’) mandates, policies, programs, preferences, 
and activities in the Federal Government, under 
whatever name they appear. 
(2) APPLICATION.—To carry out paragraph (1), 
the Director of OPM, with the assistance of the At-
torney General as requested, shall review and revise, 
as appropriate, all existing Federal employment 
practices, union contracts, and training policies or 
programs to comply with this Act. Federal employ-
ment practices, including Federal employee perform-
ance reviews, shall reward individual initiative, skills, 
performance, and hard work and shall not under any 
circumstances consider DEI or DEIA factors, goals, 
policies, mandates, or requirements. 
(c) REQUIRED ACTIONS.—Each agency, department, 
or commission head, in consultation with the Attorney 
General, the Director of OMB, and the Director of OPM, 
as appropriate, shall take the following actions not later 
than 60 days after the date of the enactment of this Act: 
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(1) Terminate, to the maximum extent allowed 
by law, all DEI, DEIA, and ‘‘environmental justice’’ 
offices and positions (including ‘‘Chief Diversity Of-
ficer’’ positions); all ‘‘equity action plans’’, ‘‘equity’’ 
actions, initiatives, or programs, ‘‘equity-related’’ 
grants or contracts; and all DEI or DEIA perform-
ance requirements for employees, contractors, or 
grantees. 
(2) Provide the Director of the OMB with a list 
of all— 
(A) agency or department DEI, DEIA, or 
‘‘environmental justice’’ positions, committees, 
programs, services, activities, budgets, and ex-
penditures in existence on November 4, 2024, 
and an assessment of whether these positions, 
committees, programs, services, activities, budg-
ets, and expenditures have been misleadingly re-
labeled in an attempt to preserve their pre-No-
vember 4, 2024 function; 
(B) Federal contractors who have provided 
DEI training or DEI training materials to 
agency or department employees; and 
(C) Federal grantees who received Federal 
funding to provide or advance DEI, DEIA, or 
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‘‘environmental justice’’ programs, services, or 
activities since January 20, 2021. 
(3) Direct the deputy agency or department 
head to— 
(A) assess the operational impact (includ-
ing the number of new DEI hires) and cost of 
the prior administration’s DEI, DEIA, and 
‘‘environmental justice’’ programs and policies; 
and 
(B) recommend actions, such as congres-
sional notifications under section 530D of title 
28, United States Code, to align agency or de-
partment programs, activities, policies, regula-
tions, guidance, employment practices, enforce-
ment activities, contracts (including set-asides), 
grants, consent orders, and litigating positions 
with the policy of equal dignity and respect 
identified in subsection (a) of this Act. The 
agency or department head and the Director of 
OMB shall jointly ensure that the deputy agen-
cy or department head has the authority and 
resources needed to carry out this Act. 
(d) MEETINGS.—To inform and advise the President, 
so that he may formulate appropriate and effective civil- 
rights policies for the Executive Branch, the Assistant to 
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the President for Domestic Policy shall convene a monthly 
meeting attended by the Director of OMB, the Director 
of OPM, and each deputy agency or department head to— 
(1) hear reports on the prevalence and the eco-
nomic and social costs of DEI, DEIA, and ‘‘environ-
mental justice’’ in agency or department programs, 
activities, policies, regulations, guidance, employ-
ment practices, enforcement activities, contracts (in-
cluding set-asides), grants, consent orders, and liti-
gating positions; 
(2) discuss any barriers to measures to comply 
with this Act; and 
(3) monitor and track agency and department 
progress and identify potential areas for additional 
Presidential or legislative action to advance the pol-
icy of equal dignity and respect. 
(e) SEVERABILITY.—If any provision of this Act, or 
the application of any provision to any person or cir-
cumstance, is held to be invalid, the remainder of this Act 
and the application of its provisions to any other persons 
or circumstances shall not be affected. 
Æ 
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