I 
119TH CONGRESS 
1ST SESSION 
H. R. 925 
To ensure equal protection of the law, to prevent racism in the Federal 
Government, and for other purposes. 
IN THE HOUSE OF REPRESENTATIVES 
FEBRUARY 4, 2025 
Mr. CLOUD (for himself, Ms. TENNEY, Ms. HAGEMAN, Mr. MOOLENAAR, Mr. 
FITZGERALD, Mr. NEHLS, Mr. FINSTAD, Mr. OWENS, Mr. ELLZEY, Mr. 
FLEISCHMANN, Mr. BILIRAKIS, Mr. HUDSON, Mr. GOSAR, Mr. MOORE of 
Alabama, Mr. COLLINS, Mr. STRONG, Mr. TIMMONS, Mr. WILLIAMS of 
Texas, Mr. HIGGINS of Louisiana, Mr. OGLES, Mr. ROY, Mr. CLYDE, Mr. 
SCOTT FRANKLIN of Florida, Mrs. HARSHBARGER, Mrs. LUNA, Mr. NOR-
MAN, Mr. GUEST, Mrs. HINSON, Ms. LEE of Florida, Mr. ROSE, Mr. 
HARRIS of North Carolina, Mr. FRY, Mr. GILL of Texas, Mr. SESSIONS, 
Mr. STUTZMAN, Mr. MCGUIRE, Mr. CRENSHAW, Mr. PALMER, Mr. 
BRECHEEN, Mr. ZINKE, Mr. WEBER of Texas, Mr. BURLISON, Ms. 
BOEBERT, Mr. WEBSTER of Florida, Mr. CRANK, Mr. KENNEDY of Utah, 
Mr. DESJARLAIS, Mr. ADERHOLT, and Mr. FLOOD) introduced the fol-
lowing bill; which was referred to the Committee on Oversight and Gov-
ernment Reform, and in addition to the Committees on the Judiciary, 
Education and Workforce, Armed Services, Foreign Affairs, Financial 
Services, Energy and Commerce, Transportation and Infrastructure, and 
Intelligence (Permanent Select), for a period to be subsequently deter-
mined by the Speaker, in each case for consideration of such provisions 
as fall within the jurisdiction of the committee concerned 
A BILL 
To ensure equal protection of the law, to prevent racism 
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, 
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SECTION 1. SHORT TITLE. 
This Act may be cited as the ‘‘Dismantle DEI Act 
of 2025’’. 
SEC. 2. TABLE OF CONTENTS. 
The table of contents for this Act is as follows: 
Sec. 1. Short title. 
Sec. 2. Table of contents. 
Sec. 3. Prohibited diversity, equity, or inclusion practice defined. 
TITLE I—FEDERAL OFFICES AND PERSONNEL 
Sec. 101. Executive orders and memoranda rescinded. 
Sec. 102. Office of Personnel Management. 
Sec. 103. Office of Management and Budget. 
Sec. 104. Prohibited use of funds. 
Sec. 105. DEI offices closed. 
Sec. 106. Prohibited personnel practices. 
TITLE II—FEDERAL TRAINING 
Sec. 201. Government-wide training. 
Sec. 202. Use of funds. 
TITLE III—FEDERAL CONTRACTING 
Sec. 301. Required contract terms. 
Sec. 302. Prohibition on discrimination. 
Sec. 303. Prohibited use of funds. 
TITLE IV—FEDERAL GRANTS AND COOPERATIVE AGREEMENTS 
Sec. 401. Required grant agreement terms. 
Sec. 402. Required cooperative agreement terms. 
TITLE V—FEDERAL ADVISORY COMMITTEES 
Sec. 501. Prohibited diversity, equity, and inclusion practices. 
Sec. 502. Administrator responsibilities. 
Sec. 503. Agency head responsibilities. 
TITLE VI—EDUCATION 
Sec. 601. Standards for accreditation of accrediting agencies and associations. 
Sec. 602. Prohibited use of funds by the Secretary of Education. 
TITLE VII—OTHER MATTERS 
Sec. 701. Fannie Mae, Freddie Mac, Federal Home Loan Banks, and Federal 
Housing Finance Agency. 
Sec. 702. Capital markets regulation; corporate boards; self-regulatory organi-
zations. 
Sec. 703. Health and Human Services. 
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Sec. 704. Repeal of diversity, equity, and inclusion programs of Department of 
Defense. 
Sec. 705. Department of Homeland Security and Coast Guard. 
Sec. 706. Director of National Intelligence. 
TITLE VIII—ENFORCEMENT; SEVERABILITY 
Sec. 801. Enforcement; private cause of action. 
Sec. 802. Severability. 
SEC. 3. PROHIBITED DIVERSITY, EQUITY OR INCLUSION 
PRACTICE DEFINED. 
The Civil Rights Act of 1964 (42 U.S.C. 2000a et 
seq.) is amended by adding at the end the following: 
‘‘TITLE XII—PROHIBITED DIVER-
SITY, EQUITY OR INCLUSION 
PRACTICE DEFINED 
‘‘SEC. 1201. PROHIBITED DIVERSITY, EQUITY, OR INCLU-
SION PRACTICE. 
‘‘For purposes of references to this section, the term 
‘prohibited diversity, equity, or inclusion practice’ 
means— 
‘‘(1) discriminating for or against any person 
on the basis of race, color, ethnicity, religion, biologi-
cal sex, or national origin; 
‘‘(2) requiring as a condition of employment, as 
a condition for promotion or advancement, or as a 
condition for speaking, making a presentation, or 
submitting written materials, that an employee un-
dergo training, education, or coursework, or other 
pedagogy, that asserts that a particular race, color, 
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ethnicity, religion, biological sex, or national origin is 
inherently or systemically superior or inferior, op-
pressive or oppressed, or privileged or unprivileged; 
or 
‘‘(3) requiring as a condition of employment, as 
a condition for promotion or advancement, or as a 
condition for speaking, making a presentation, or 
submitting written materials, the signing of or as-
sent to a statement, code of conduct, work program, 
or plan, or similar device that requires assent by the 
employee that a particular race, color, ethnicity, reli-
gion, biological sex, or national origin is inherently 
or systemically superior or inferior, oppressive or op-
pressed, or privileged or unprivileged.’’. 
TITLE I—FEDERAL OFFICES AND 
PERSONNEL 
SEC. 101. EXECUTIVE ORDERS AND MEMORANDA RE-
SCINDED. 
(a) RESCINDED EXECUTIVE ORDERS AND MEMO-
RANDA.— 
(1) IN GENERAL.—With respect to an Execu-
tive order or memoranda described in paragraph (2), 
the Executive order or memoranda— 
(A) shall not have any legal effect; and 
(B) is revoked in its entirety. 
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(2) EXECUTIVE ORDERS AND MEMORANDA DE-
SCRIBED.—The Executive orders and memoranda 
described in this paragraph are the following: 
(A) Executive Order 13985 (5 U.S.C. 601 
note; relating to advancing racial equity and 
support for underserved communities through 
the Federal Government). 
(B) Executive Order 13988 (42 U.S.C. 
2000e note; relating to preventing and com-
bating discrimination on the basis of gender 
identity or sexual orientation). 
(C) Executive Order 14020, (42 U.S.C. 
2000e note; relating to the establishment of the 
White House Gender Policy Council). 
(D) Executive Order 14031 (42 U.S.C. 
3501 note; relating to advancing equity, justice, 
and opportunity for Asian Americans, Native 
Hawaiians, and Pacific Islanders). 
(E) Executive Order 14035 (42 U.S.C. 
2000e note; relating to diversity, equity, inclu-
sion, and accessibility in the Federal work-
force). 
(F) Executive Order 14091 (5 U.S.C. 601 
note; relating to further advancing racial equity 
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and support for underserved communities 
through the Federal Government). 
(G) The National Security Memorandum 
on ‘‘Revitalizing America’s Foreign Policy and 
National Security Workforce, Institutions, and 
Partnerships (NSM–03)’’, dated February 4, 
2021. 
(H) The National Security Memorandum 
on Advancing the ‘‘Human Rights of Lesbian, 
Gay, 
Bisexual, 
Transgender, 
Queer, 
and 
Intersex Persons Around the World (NSM– 
04)’’, dated February 4, 2021. 
(b) CARRYING OUT RESCINDED EXECUTIVE ORDERS 
AND MEMORANDA.—The head of an executive agency, as 
defined in section 105 of title 5, United States Code, may 
not carry out an Executive order or memorandum de-
scribed in subsection (a)(2). 
(c) PROGRAMS AND OFFICE.— 
(1) IN GENERAL.—Not later than 90 days after 
the date of enactment of this Act, the head of a 
Federal agency under which any program or office 
carries out an Executive order or memorandum de-
scribed in subsection (a)(2) between the date of en-
actment of this Act and 90 days after the date of 
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enactment of this Act shall close, terminate, and 
wind up the program or office. 
(2) NO REASSIGNMENT.—The head of a Fed-
eral agency that closes, terminates, and winds up a 
program or office under paragraph (1)— 
(A) shall undertake an appropriate reduc-
tion in force; and 
(B) may not transfer, reassign, or redesig-
nate any employee or contractor with a position 
or function that is eliminated by operation of 
this subsection. 
SEC. 102. OFFICE OF PERSONNEL MANAGEMENT. 
(a) IN GENERAL.—Not later than 180 days after the 
date of enactment of this Act, the Director of the Office 
of Personnel Management shall— 
(1) revise all regulations, policies, procedures, 
manuals, circulars, courses, training, and guidance 
of the Office such that all such material is in compli-
ance with and consistent with this Act and the 
amendments made by this Act; 
(2) revise so as to effectively rescind all regula-
tions, 
policies, 
procedures, 
manuals, 
circulars, 
courses, training, and guidance of the Office that 
were promulgated, adopted, or implemented to com-
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ply with the Executive orders and memoranda de-
scribed in section 101(a)(2); 
(3) terminate, close, and wind up the Office of 
Diversity, Equity, Inclusion, and Accessibility of the 
Office of Personnel Management (referred to in this 
paragraph as ‘‘ODEIA’’) and undertake an appro-
priate reduction in force with respect to, and not 
transfer, reassign, or redesignate any, employees or 
contractors of ODEIA, the positions or functions of 
whom are eliminated by operation of this Act or the 
amendments made by this Act; and 
(4) terminate, close, and wind up the Chief Di-
versity Officers Executive Council and undertake an 
appropriate reduction in force with respect to, and 
not transfer, reassign, or redesignate any, employees 
or contractors of that Council, the positions or func-
tions of whom are eliminated by operation of this 
Act or the amendments made by this Act. 
(b) CHIEF DIVERSITY OFFICERS EXECUTIVE COUN-
CIL CHARTER.—Effective on the date of enactment of this 
Act, the charter of the Chief Diversity Officers Executive 
Council is revoked. 
(c) PROHIBITION ON RACISM IN GOVERNMENT.— 
Section 1104 of title 5, United States Code, is amended 
by adding at the end the following: 
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‘‘(d)(1) In this subsection, the term ‘prohibited diver-
sity, equity, or inclusion practice’ has the meaning given 
the term in section 1201 of the Civil Rights Act of 1964. 
‘‘(2) Racist behavior and racist training in the Gov-
ernment are prohibited, including any of the following: 
‘‘(A) Discriminating for or against any person 
on the basis of race, color, ethnicity, religion, biologi-
cal sex, or national origin. 
‘‘(B) Training, education, coursework, or use of 
other pedagogy, that asserts that a particular race, 
color, ethnicity, religion, biological sex, or national 
origin is inherently or systemically superior or infe-
rior, oppressive or oppressed, or privileged or 
unprivileged. 
‘‘(C) Maintaining an office, bureau, division, or 
other organization to further promote or enforce a 
prohibited diversity, equity, or inclusion practice. 
‘‘(D) Retaining or employing a consultant or 
advisor to further promote or enforce a prohibited 
diversity, equity, or inclusion practice. 
‘‘(E) Maintaining a rule, a regulation, a policy, 
guidance, a guideline, management control, a prac-
tice, a requirement, training, education, coursework, 
or a similar device to further promote or enforce a 
prohibited diversity, equity, or inclusion practice. 
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‘‘(F) Requiring as a condition of employment, 
as a condition for promotion or advancement, or as 
a condition for speaking, making a presentation, or 
submitting written materials, the signing of or as-
sent to a statement, code of conduct, work program, 
or plan, or similar device that requires assent by the 
employee that a particular race, color, ethnicity, reli-
gion, biological sex, or national origin is inherently 
or systemically superior or inferior, oppressive or op-
pressed, or privileged or unprivileged. 
‘‘(3) The Office shall establish standards that shall— 
‘‘(A) apply to the activities of the Office or any 
other agency under authority delegated under sub-
section (a); 
‘‘(B) prohibit racist behavior and racist training 
in the Government, as described in paragraph (2) of 
this subsection; 
‘‘(C) ensure compliance with this subsection; 
‘‘(D) ensure compliance with section 717 of the 
Civil Rights Act of 1964 (42 U.S.C. 2000e–16); and 
‘‘(E) be in accordance with the merit system 
principles under section 2301. 
‘‘(4) The Office shall establish and maintain an over-
sight program to ensure that activities under any author-
ity delegated under subsection (a)— 
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(3) rescind the version of Circular A–4 of the 
Office of Management and Budget adopted on No-
vember 9, 2023. 
SEC. 104. PROHIBITED USE OF FUNDS. 
(a) AGENCY DEFINED.—In this chapter, the term 
‘‘agency’’ has the meaning given the term in section 3502 
of title 44. 
(b) STOPPING RACISM IN THE FEDERAL GOVERN-
MENT.— 
(1) IN
GENERAL.—No Federal funds appro-
priated or otherwise made available by law shall be 
used for the purpose of maintaining in any agency 
an— 
(A) office relating to diversity, equity, in-
clusion, or accessibility; or 
(B) a substantially similar office. 
(2) PROHIBITION.—No Federal funds appro-
priated or otherwise made available by law shall be 
used for the purposes of— 
(A) maintaining in any agency the Chief 
Diversity Officers Executive Council or a sub-
stantially similar council; 
(B) maintaining or employing in any agen-
cy a chief diversity officer or a substantially 
similar officer; 
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(C) subject to paragraph (3), developing, 
implementing, distributing, or publishing in any 
agency— 
(i) plans, strategic plans, reports, or 
surveys relating to diversity, equity, inclu-
sion, and accessibility; 
(ii) action plans, reports, or surveys 
relating to equity or substantially similar 
plans, reports, or surveys; 
(D) developing, implementing, or maintain-
ing in any agency an employee resource group 
or an affinity group based on race, color, eth-
nicity, religion, national origin, sexual orienta-
tion, or gender identity; 
(E) developing, implementing, or maintain-
ing in any agency an agency equity team or a 
substantially similar team; 
(F) maintaining the White House Environ-
mental Justice Interagency Council or a sub-
stantially similar Council; 
(G) maintaining the Equitable Data Work-
ing Group or substantially similar group; 
(H) developing, implementing, distributing, 
publishing, establishing, or purchasing in any 
agency— 
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(i) a training course relating to— 
(I) diversity; 
(II) equity; 
(III) inclusion; 
(IV) a critical theory relating to 
race, gender, or otherwise; or 
(V) intersectionality; or 
(ii) a training course substantiality 
similar to a training course described in 
clause (i); 
(I) developing, implementing, or maintain-
ing in any agency a diversity, equity, inclusion, 
and accessibility data dashboard or a substan-
tially similar data dashboard; 
(J) maintaining within the Office of Per-
sonnel Management a council relating to diver-
sity, equity, inclusion, or accessibility; or 
(K) maintaining or employing in any agen-
cy a position relating to diversity, equity, inclu-
sion, or accessibility. 
(3) EXCEPTION.—The prohibition under para-
graph (2)(C) shall not apply to a plan, report, or 
survey required by law. 
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(4) RULE OF CONSTRUCTION.—Nothing in this 
section shall be construed to prevent the mainte-
nance and funding of— 
(A) Equal Employment Opportunity offices 
as historically organized and operated; or 
(B) an office enforcing the Americans with 
Disabilities Act of 1990 (42 U.S.C. 12101 et 
seq.) or similar programs or offices as histori-
cally organized and operated. 
SEC. 105. DEI OFFICES CLOSED. 
(a) IN GENERAL.—Not later than 90 days after date 
of enactment of this Act, the head of any Federal agency 
that has an office relating to diversity, equity, inclusion, 
or accessibility— 
(1) shall— 
(A) terminate, close, and wind up that of-
fice; and 
(B) undertake an appropriate reduction in 
force; and 
(2) may not transfer, reassign, or redesignate 
any employee or contractor with a position or func-
tion that is eliminated by operation of this sub-
section. 
(b) APPLICATION.—Nothing in this section shall be 
construed to prevent the maintenance and funding of— 
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(1) Equal Employment Opportunity offices as 
historically organized and operated; or 
(2) an office enforcing the Americans with Dis-
abilities Act of 1990 (42 U.S.C. 12101 et seq.) or 
similar programs or offices as historically organized 
and operated. 
SEC. 106. PROHIBITED PERSONNEL PRACTICES. 
(a) IN GENERAL.—Section 2302(b) of title 5, United 
States Code, is amended— 
(1) in paragraph (13)(B), by striking ‘‘or’’ at 
the end; 
(2) in paragraph (14), by striking the period at 
the end and inserting ‘‘; or’’ and 
(3) by inserting after paragraph (14) the fol-
lowing: 
‘‘(15) take or fail to take, or threaten to take 
or fail to take, any personnel action against any em-
ployee or applicant for employment because of the 
failure of the employee or applicant to— 
‘‘(A) complete training with respect to di-
versity, equity, or inclusion, critical theory (re-
lating 
to 
race, 
gender, 
or 
otherwise), 
intersectionality, sexual orientation or gender 
identity, or any substantially similar theory or 
policy; 
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‘‘(B) complete training that asserts or re-
quires trainees to assert that a particular race, 
color, ethnicity, religion, biological sex, or na-
tional origin is inherently or systemically supe-
rior or inferior, oppressive or oppressed, or priv-
ileged or unprivileged; 
‘‘(C) sign or assent to (which may be by 
executing or acknowledging) a statement, code 
of conduct, work program, plan, or similar de-
vice with respect to diversity, equity, and inclu-
sion, critical theory (relating to race, gender, or 
otherwise), intersectionality, sexual orientation 
or gender identity, or any substantially similar 
theory or policy; 
‘‘(D) sign or assent to (which may be by 
executing or acknowledging) a statement, code 
of conduct, work program, plan, or similar de-
vice that asserts or requires assent by the em-
ployee or applicant that a particular race, color, 
ethnicity, religion, biological sex, or national or-
igin is inherently or systemically superior or in-
ferior, oppressive or oppressed, or privileged or 
unprivileged; 
‘‘(E) take any other action that would re-
quire the treatment of any individual advan-
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tageously or disadvantageously on the basis of 
that individual’s race, color, ethnicity, religion, 
biological sex, or national origin; or 
‘‘(F) limit, segregate, or classify employees 
or applicants for employment in any way that 
would deprive or tend to deprive any individual 
of an employment opportunity, or otherwise ad-
versely affect the status of the individual as an 
employee, because of the race, color, ethnicity, 
religion, biological sex, or national origin of the 
individual.’’. 
(b) PERFORMANCE APPRAISAL SYSTEMS.—Section 
4302 of title 5, United States Code, is amended by adding 
at the end the following: 
‘‘(e) A performance appraisal system may not ad-
versely evaluate an employee for the failure of the em-
ployee to— 
‘‘(1) complete training with respect to diversity, 
equity, or inclusion, critical theory (relating to race, 
gender, or otherwise), intersectionality, sexual ori-
entation or gender identity, or any substantially 
similar theory or policy; 
‘‘(2) complete training that asserts or requires 
trainees to assert that a particular race, color, eth-
nicity, religion, biological sex, or national origin is 
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inherently or systemically superior or inferior, op-
pressive or oppressed, or privileged or unprivileged; 
‘‘(3) sign or assent to (which may be by exe-
cuting or acknowledging) a statement, code of con-
duct, work program, plan, or similar device with re-
spect to diversity, equity, and inclusion, critical the-
ory (relating to race, gender, or otherwise), 
intersectionality, sexual orientation or gender iden-
tity, or any substantially similar theory or policy; 
‘‘(4) sign or assent to (which may be by exe-
cuting or acknowledging) a statement, code of con-
duct, work program, plan, or similar device that as-
serts or requires assent by the employee that a par-
ticular race, color, ethnicity, religion, biological sex, 
or national origin is inherently or systemically supe-
rior or inferior, oppressive or oppressed, or privi-
leged or unprivileged; 
‘‘(5) take any other action that would require 
the treatment of any individual advantageously or 
disadvantageously on the basis of that individual’s 
race, color, ethnicity, religion, biological sex, or na-
tional origin; or 
‘‘(6) limit, segregate, or classify employees or 
applicants for employment in any way that would 
deprive or tend to deprive any individual of an em-
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ployment opportunity, or otherwise adversely affect 
the status of the individual as an employee, because 
of the race, color, ethnicity, religion, biological sex, 
or national origin of the individual.’’. 
(c) SES PERFORMANCE APPRAISAL SYSTEMS.—Sec-
tion 4312 of title 5, United States Code, is amended by 
adding at the end the following: 
‘‘(e) A performance appraisal system may not ad-
versely evaluate a senior executive for the failure of the 
senior executive to— 
‘‘(1) complete training with respect to diversity, 
equity, or inclusion, critical theory (relating to race, 
gender, or otherwise), intersectionality, sexual ori-
entation or gender identity, or any substantially 
similar theory or policy; 
‘‘(2) complete training that asserts or requires 
trainees to assert that a particular race, color, eth-
nicity, religion, biological sex, or national origin is 
inherently or systemically superior or inferior, op-
pressive or oppressed, or privileged or unprivileged; 
‘‘(3) sign or assent to (which may be by exe-
cuting or acknowledging) a statement, code of con-
duct, work program, plan, or similar device with re-
spect to diversity, equity, and inclusion, critical the-
ory (relating to race, gender, or otherwise), 
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intersectionality, sexual orientation or gender iden-
tity, or any substantially similar theory or policy; 
‘‘(4) sign or assent to (which may be by exe-
cuting or acknowledging) a statement, code of con-
duct, work program, plan, or similar device that as-
serts or requires assent by the senior executive that 
a particular race, color, ethnicity, religion, biological 
sex, or national origin is inherently or systemically 
superior or inferior, oppressive or oppressed, or priv-
ileged or unprivileged; 
‘‘(5) take any other action that would require 
the treatment of any individual advantageously or 
disadvantageously on the basis of that individual’s 
race, color, ethnicity, religion, biological sex, or na-
tional origin; or 
‘‘(6) limit, segregate, or classify employees or 
applicants for employment in any way that would 
deprive or tend to deprive any individual of an em-
ployment opportunity, or otherwise adversely affect 
the status of the individual as an employee, because 
of the race, color, ethnicity, religion, biological sex, 
or national origin of the individual.’’. 
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TITLE II—FEDERAL TRAINING 
SEC. 201. GOVERNMENT-WIDE TRAINING. 
(a) IN GENERAL.—Section 4103 of title 5, United 
States Code, is amended by adding at the end the fol-
lowing: 
‘‘(d) No training program or plan may be developed, 
implemented, distributed, published, established, or pur-
chased under this section— 
‘‘(1) with respect to diversity, equity, and inclu-
sion, critical theory (relating to race, gender, or oth-
erwise), intersectionality, sexual orientation or gen-
der identity, or any substantially similar theory or 
policy; or 
‘‘(2) that asserts or requires the trainees to as-
sert that a particular race, color, ethnicity, religion, 
biological sex, or national origin is inherently or sys-
temically superior or inferior, oppressive or op-
pressed, or privileged or unprivileged. 
‘‘(e) No employee may be required to complete train-
ing under a program or plan established under this sec-
tion— 
‘‘(1) with respect to diversity, equity, and inclu-
sion, critical theory (relating to race, gender, or oth-
erwise), intersectionality, sexual orientation or gen-
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sory committee shall terminate not later than 30 
days after the Administrator makes such finding. 
‘‘(2) FINDING BY INSPECTOR GENERAL.—With 
respect to an advisory committee, if the Inspector 
General for the agency that established the advisory 
committee finds that the applicable agency head, 
chair of the advisory committee, or the advisory 
committee authorized, permitted, or implemented a 
prohibited diversity, equity, or inclusion practice, 
then the advisory committee shall terminate not 
later than 30 days after the Inspector General 
makes such finding. 
‘‘(d) ACTION.— 
‘‘(1) IN GENERAL.—Any person may bring an 
action in any United States district court seeking a 
determination that the Administrator, any agency 
head, any chair of an advisory committee, or any ad-
visory committee authorized, permitted, or imple-
mented a prohibited diversity, equity, or inclusion 
practice with respect to an advisory committee. 
‘‘(2) ORDER DIRECTING TERMINATION OF ADVI-
SORY COMMITTEE.—If after an evidentiary hearing, 
a court determines that the defendant authorized, 
permitted, or implemented a prohibited diversity, eq-
uity, or inclusion practice, the court shall issue an 
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