IV 
119TH CONGRESS 
1ST SESSION 
H. RES. 569 
Affirming that diversity, equity, inclusion, and accessibility are fundamental 
values of the United States and emphasizing the ongoing need to address 
discrimination and inequality in the workplace, elementary, secondary, 
and higher education systems, government programs, the military, and 
our society. 
IN THE HOUSE OF REPRESENTATIVES 
JULY 10, 2025 
Mr. ESPAILLAT (for himself, Ms. MENG, Ms. CLARKE of New York, Mr. 
TAKANO, Ms. LEGER FERNANDEZ, and Mr. JACKSON of Illinois) sub-
mitted the following resolution; which was referred to the Committee on 
Oversight and Government Reform 
RESOLUTION 
Affirming that diversity, equity, inclusion, and accessibility 
are fundamental values of the United States and empha-
sizing the ongoing need to address discrimination and 
inequality in the workplace, elementary, secondary, and 
higher education systems, government programs, the 
military, and our society. 
Whereas everyone should have the opportunity to achieve the 
American Dream, and it is too often out of reach for 
hard working and talented individuals due to discrimina-
tory barriers to opportunity; 
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Whereas diversity, equity, inclusion, and accessibility initia-
tives address discriminatory barriers to opportunity and 
ongoing discrimination; 
Whereas diversity, equity, inclusion, and accessibility initia-
tives allow everyone to access equal opportunity and are 
not unlawful quotas; 
Whereas, for 6 decades, Presidents of both major political 
parties have supported diversity, equity, inclusion, and 
accessibility initiatives to strengthen the workforce, ex-
pand opportunity, and ensure everyone has a fair shot at 
achieving the American Dream; 
Whereas diversity, equity, and inclusion initiatives are broad-
ly popular; 
Whereas polling shows that over 70 percent of people in the 
United States, including majorities of White, Black, 
Latino, and Asian American, Native Hawaiian, and Pa-
cific Islander (AANHPI) populations, support diversity, 
equity, inclusion, and accessibility initiatives; 
Whereas data from various governmental and nongovern-
mental entities (including the Department of Labor, the 
Bureau of the Census, the Board of Governors of the 
Federal Reserve System, the Survey of Consumer Fi-
nances, the Bureau of Labor Statistics, the Equal Em-
ployment Opportunity Commission, the Department of 
Housing and Urban Development, the Bipartisan Policy 
Center, the Urban Institute, the Brookings Institution, 
the Pew Research Center, Citi Group, the KFF Survey 
on Racism, Discrimination, and Health, the GLSEN Na-
tional School Climate Survey, McKinsey & Company and 
numerous other sources) show that Black, Latino, 
AANHPI, and Indigenous people, women, LGBTQI+ 
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people, and people with disabilities experience persistent 
segregation, exclusion, and discrimination in education, 
employment, health care, access to capital and financial 
services, housing, and other sectors, which demonstrates 
the necessity for diversity, equity, inclusion, and accessi-
bility practices, policies, and programs; 
Whereas disability-based discrimination constitutes more than 
half (53 percent) of all housing discrimination complaints 
filed with fair housing organizations and government 
agencies; 
Whereas, for the past several years, disability has continued 
to be the top basis of discrimination reported under the 
Fair Housing Act (42 U.S.C. 3601 et seq.), representing 
5,128 complaints filed with the Department of Housing 
and Urban Development and its Fair Housing Assistance 
Program partners in fiscal year 2023; 
Whereas less than 5 percent of housing nationwide is acces-
sible to individuals with moderate mobility difficulties, 
and less than 1 percent of housing is accessible for those 
who use wheelchairs; 
Whereas approximately 32 percent of adults with disabilities 
have reported unfair treatment in health care settings 
due to their disabilities or other personal characteristics; 
Whereas, in 2023, less than 23 percent of people with disabil-
ities were employed, compared to 66 percent of those 
without disabilities; 
Whereas students with disabilities frequently receive insuffi-
cient support, resulting in lower graduation rates and 
limited career opportunities; 
Whereas Black, Latino, and AANHPI homebuyers— 
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(1) have been steered toward or away from certain 
neighborhoods, which impacts their ability to buy homes 
in their preferred areas; 
(2) face appraisal discrimination, which diminishes 
their wealth by undervaluing their property; and 
(3) are more likely than White homebuyers to re-
ceive costly subprime mortgages, even when their finan-
cial situations are comparably qualified; 
Whereas these disparities highlight systemic issues in the 
housing market that disproportionately disadvantage 
Black, Latino, and AANHPI communities, emphasizing 
the need for ongoing efforts to address and rectify dis-
criminatory lending and appraisal practices; 
Whereas the racial wealth gap has widened in recent decades, 
with Black, Latino, and certain AANHPI households ex-
periencing significantly lower average net wealth than 
White households; 
Whereas White households hold more than 86 percent of the 
overall wealth of the United States, but only account for 
approximately 68 percent of the total households in the 
United States, and in comparison, Black and Hispanic 
households hold less than 3 percent of the overall wealth 
of the United States while accounting for more than 15 
percent and more than 10 percent of the United States 
population, respectively; 
Whereas 1 in 7 Native Hawaiians and Pacific Islanders and 
about 1 in 11 Asian Americans live below the Federal 
Poverty Level; 
Whereas more than a third of LGBTQI+ people have en-
countered discrimination, including being denied or dis-
couraged from buying or renting a home, being denied 
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loans, being physically and verbally harassed, and having 
landlords refuse to provide maintenance; 
Whereas people of color have faced significant discrimination 
in health care, impacting access to care, treatment qual-
ity, health outcomes, and trust in medical institutions; 
Whereas this discrimination has led to disparities in treat-
ment, access, health outcomes, and social determinants of 
health; 
Whereas racial biases result in inadequate pain management, 
misdiagnoses, and higher maternal and infant mortality 
rates, particularly among Black, Pacific Islander, and In-
digenous women; 
Whereas historical injustices contribute to deep mistrust in 
the medical system, affecting participation in clinical 
trials and preventive care; 
Whereas environmental racism, lack of culturally competent 
mental health services, and unequal access to quality 
health care further worsen health disparities; 
Whereas health care discrimination negatively impacts the 
lives of LGBTQI+ people; 
Whereas 1 out of 5 transgender people have been turned 
away from health care, and more than 60 percent of 
LGBTQI+ adults have had a negative interaction with a 
health care provider, such as being blamed for their 
health challenges, being ignored, and being denied pain 
medications; 
Whereas, for LGBTQI+ people, these experiences cut across 
racial lines; 
Whereas Black, Indigenous, and Latino students continue to 
experience discrimination in the elementary, secondary, 
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and higher education systems that create barriers to ac-
cessing and completing a quality education; 
Whereas Black, Pacific Islander, and Indigenous students are 
disproportionately disciplined in schools and excluded 
from classrooms, feeding a pipeline to prison and dis-
engagement from school, particularly for Black girls, who 
are 4 times more likely to be suspended, 4 times more 
likely to be expelled, and 3 times more likely to have the 
police called on them in school, compared to White girls; 
Whereas 1 in 5 Black students and 1 in 4 Latino students 
experience discrimination on campuses of institutions of 
higher education; 
Whereas most students who are parents while attending insti-
tutions of higher education identify as Black, Indigenous, 
and Latino, and face a variety of barriers to graduation 
while attending such institutions that do not consider 
their parenting responsibilities; 
Whereas LGBTQI+ students face hostility and discrimina-
tion in educational settings, which negatively impact their 
success in schools; 
Whereas more than two-thirds of LGBTQI+ students feel 
unsafe at school due to their sexual orientation or gender 
identity, and nearly one-third of LGBTQI+ students 
have missed school as a result; 
Whereas occupational segregation of Black workers into lower 
paid jobs and less lucrative industries persists despite an 
increase in the number of Black people with college de-
grees over the previous 20 years; 
Whereas Black, Latino, AANHPI, and Indigenous workers 
are overrepresented in dangerous jobs with worse pay 
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and fewer benefits due to ongoing occupational segrega-
tion; 
Whereas, in 2023, the wage gap widened for the first time 
in 20 years, with women working full-time, year-round 
jobs receiving 83 cents for every dollar paid to men while 
that number was 84 cents in 2022, and Black women ex-
perienced a more severe backslide; 
Whereas, in 2023, Black women working full-time, year- 
round jobs were paid 66 cents for every dollar paid to 
White, non-Hispanic men, compared to 69 cents in 2022; 
Whereas AANHPI women were paid 97 cents, Latinas were 
paid 58 cents, and Native women were paid 58 cents for 
every dollar paid to White, non-Hispanic men; 
Whereas women at all education levels experience a wage gap 
compared to their male counterparts; 
Whereas a Latina with a professional degree stands to lose 
over $2.9 million over her lifetime due to the wage gap; 
Whereas Native women working a full-time, year-round job 
must get a bachelor’s degree (typical pay of $58,113) to 
be paid more than White, non-Hispanic men working a 
full-time, year-round job with a high school diploma (typ-
ical pay of $50,976); 
Whereas disabled women also face a pay gap; 
Whereas a disabled woman working a full-time, year-round 
job is paid 68 cents for every dollar paid to a nondisabled 
man; 
Whereas studies reveal wage disparities for LGBTQI+ indi-
viduals, particularly for transgender and bisexual people; 
Whereas data show LGBTQI+ workers earn about 90 cents, 
transgender men earn 70 cents, and transgender women 
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earn 60 cents for every dollar that a typical worker 
earns; 
Whereas approximately 40 percent of Black workers, 25 per-
cent of Asian workers, and 20 percent of Latino workers 
report experiencing discrimination or being treated un-
fairly by an employer in hiring, pay, or promotions be-
cause of their race or ethnicity; 
Whereas women continue to face discrimination in the work-
place, and many women of color experience the dual bur-
den of race and sex discrimination at work; 
Whereas 1 recent study found that 40 percent of working 
women experience sexual harassment on the job; 
Whereas some studies indicate that as many as 60 percent 
of women have experienced workplace sexual harassment, 
and in some industries, that number is as high as 90 per-
cent; 
Whereas women also continue to face occupational segrega-
tion, limiting their access to higher paying careers across 
the spectrum; 
Whereas, in the skilled trades, women make up just 3.9 per-
cent of the workforce; 
Whereas, in private law firms, just 18 percent of associates 
are women of color, only 28 percent of partners are 
women, and just over 5 percent of partners are women 
of color; 
Whereas, in corporate management generally, women still 
make up just 29 percent of C-suite positions; 
Whereas, despite legal protections guaranteed by title VII of 
the Civil Rights Act of 1964 (42 U.S.C. 2000e et seq.) 
and the Supreme Court’s ruling in Bostock v. Clayton 
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County, 590 U.S. 644 (2020), many LGBTQI+ individ-
uals still encounter workplace discrimination, including 
being fired, denied promotions, or harassed due to their 
sexual orientation or gender identity; 
Whereas nearly half of LGBTQI+ adults and 70 percent of 
transgender workers reported experiencing some form of 
workplace discrimination or harassment; 
Whereas LGBTQI+ workers of color and LGBTQI+ work-
ers with disabilities report experiencing workplace dis-
crimination at higher rates than LGBTQI+ workers who 
do not identify as people of color or people with disabil-
ities; 
Whereas discriminatory lending practices, barriers to funding, 
and limited access to capital make it difficult for Black, 
Latino, and AANHPI entrepreneurs to start or expand 
businesses; 
Whereas venture capital firms reject Black-owned businesses 
at 3 times the rate of their White counterparts; 
Whereas Black women receive less than 0.35 percent of all 
venture capital funding despite Black people making up 
14.2 percent of the United States population; 
Whereas Latino and AANHPI small business owners experi-
ence similar barriers to access to funding; 
Whereas racial and gender disparities exist in government 
contract awards; 
Whereas firms owned by people of color receive a smaller 
share of contracting dollars than their representation 
among available firms; 
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Whereas women-owned small businesses receive only 3.3 per-
cent of government contact awards, which still does not 
reach the 5 percent goal; 
Whereas, in fiscal year 2023, Black-owned businesses secured 
approximately $9.9 billion in Federal contracts, rep-
resenting less than 1.3 percent of the total amount 
awarded by the Federal Government; 
Whereas, in fiscal year 2023, Latino-owned small companies 
received roughly $10.9 billion in Federal contracts, and 
Asian-American-owned businesses were awarded $9.9 bil-
lion, in Federal contracts and Tribal enterprises, includ-
ing firms owned by Tribal nations, Alaska Native cor-
porations, and Native Hawaiian organizations were 
awarded $23.3 billion out of $774 billion in Federal con-
tracts; 
Whereas the persistence of discrimination in the United 
States limits our innovation and productivity, weakens 
our economy, and undermines our democracy; 
Whereas the failure to effectively address growing inequality 
has decreased economic mobility rates in the United 
States and made the American Dream more elusive re-
gardless of talent or hard work; 
Whereas the Federal Government is responsible for address-
ing discriminatory barriers to opportunity in the United 
States by increasing and enhancing initiatives that sup-
port diversity, equity, inclusion, and accessibility, and en-
forcing antidiscrimination laws; 
Whereas disparities for Black people across the economic sys-
tem of the United States from 2004 to 2024 have cost 
the United States economy $16 trillion; 
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Whereas studies show that companies with workforces that 
are diverse on multiple levels, including by race, are more 
innovative, productive, and profitable; 
Whereas diversity, equity, inclusion, and accessibility initia-
tives can address disparities and reduce labor shortages 
in high-demand industries like technology, health care, 
and finance, ensuring that the United States can compete 
in the global marketplace; 
Whereas the United States is best served when the Federal 
workforce reflects the talent and contributions of people 
from all backgrounds; 
Whereas career pathway programs, investment in Historically 
Black Colleges and Universities, Tribal Colleges and Uni-
versities, Asian American and Native American Pacific 
Islander-Serving Institutions (AANAPISI), and other mi-
nority-serving institutions, access to financial aid, ex-
panding access to apprenticeship and job skills training 
programs, offering mentorship opportunities, and other 
solutions help talented individuals overcome barriers to 
opportunity; 
Whereas diversity, equity, inclusion, and accessibility initia-
tives are crucial in ensuring fair and comprehensive ac-
cess to core services for all communities, whether in edu-
cation, health care, employment, or government pro-
grams; 
Whereas diversity, equity, inclusion, and accessibility initia-
tives ensure that core services are designed to meet the 
diverse needs of all populations, especially historically un-
derserved or marginalized communities; 
Whereas, without an equity lens, systemic barriers, such as 
cost, transportation, and a lack of culturally competent 
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services, may prevent some groups from accessing essen-
tial resources; 
Whereas government agencies and organizations that inte-
grate diversity, equity, inclusion, and accessibility prin-
ciples develop policies that intentionally reduce disparities 
in service accessibility; 
Whereas diversity, equity, inclusion, and accessibility-focused 
transportation policies could ensure rural communities 
and individuals with disabilities have equal access to pub-
lic transit; 
Whereas a diverse workforce in service-oriented fields, such 
as education, health care, and social services, leads to 
better understanding and responsiveness to community 
needs; 
Whereas inclusion training can reduce biases that might oth-
erwise result in service denial or discrimination; 
Whereas qualified students and workers who benefit from 
scholarships, 
internships, 
training 
programs, 
and 
mentorships supported by diversity, equity, inclusion, and 
accessibility initiatives could lose these opportunities, po-
tentially widening existing disparities; 
Whereas diversity, equity, inclusion, and accessibility initia-
tives in schools, colleges, and universities help foster in-
clusive environments and support underrepresented stu-
dents; 
Whereas eliminating these initiatives may reduce retention 
and graduation rates among underrepresented groups; 
Whereas companies and organizations may struggle to recruit 
and retain skilled, diverse workforces, which could poten-
tially affect innovation, productivity, and competitiveness; 
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Whereas diversity, equity, inclusion, and accessibility initia-
tives bring down costs in several ways through reduced 
turnover and hiring costs and better decision making; 
Whereas diversity, equity, inclusion, and accessibility initia-
tives help mitigate the risk of discrimination lawsuits by 
helping to ensure equal opportunity and workplace cul-
tures of respect; 
Whereas diversity, equity, inclusion, and accessibility initia-
tives often support small minority- and women-owned 
businesses through procurement goals and funding, and 
their elimination could hinder such businesses’ growth 
and success; 
Whereas diversity, equity, inclusion, and accessibility efforts 
and policies in health care ensure culturally competent 
and bias-free care and address social determinants of 
health, such as housing and food security; 
Whereas diversity, equity, inclusion, and accessibility efforts 
and policies in health care promote culturally competent 
providers who understand and respond to diverse patient 
needs; 
Whereas language access services, including interpreters and 
multilingual materials, ensure that non-English-speaking 
patients receive quality care; 
Whereas expanding Medicaid, subsidies under the Patient 
Protection and Affordable Care Act (Public Law 111– 
148; 124 Stat. 119), and community-based health care 
programs assists uninsured and underinsured populations 
in obtaining necessary medical services; 
Whereas implicit bias in health care results in racial and so-
cioeconomic disparities in treatment, as evidenced by 
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Black women facing higher maternal mortality rates than 
the general population; 
Whereas diversity, equity, inclusion, and accessibility-in-
formed training equips medical professionals to recognize 
and mitigate biases, ensuring equal treatment and fos-
tering patient trust; 
Whereas diversity, equity, inclusion, and accessibility initia-
tives in health care often address disparities in access 
and outcomes for marginalized communities and assist 
individuals benefitting from community programs focused 
on equity in housing, nutrition, and mental health; 
Whereas these and other initiatives that advance diversity, 
equity, inclusion, and accessibility promote equal access 
to opportunities and resources, foster an environment of 
respect and belonging, ensure that every individual, re-
gardless of background, can fully participate in all as-
pects of society, and are essential to creating a culture 
where all individuals are valued and included; 
Whereas President Donald Trump’s Executive orders on di-
versity, equity, inclusion, and accessibility represent a re-
gressive step, undermining decades of progress toward 
equal opportunity in the United States, and misconstrue 
the fundamental purpose of diversity, equity, inclusion, 
and accessibility efforts; 
Whereas the idea that diversity, equity, inclusion, and acces-
sibility initiatives do not consider merit is a false and 
harmful narrative that misunderstands both concepts; 
Whereas, rather than lowering standards, diversity, equity, 
inclusion, and accessibility initiatives ensure that merit is 
measured in ways that are more accurate, inclusive, and 
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aligned with real-world potential, benefitting schools, 
workplaces, and society at large; 
Whereas, contrary to the Trump administration’s claims, di-
versity, equity, inclusion, and accessibility initiatives are 
not about preferential treatment or quotas but leveling 
the playing field; 
Whereas dismantling these programs disregards the per-
sistent inequalities that necessitate their existence and 
signals a troubling departure from the commitment of the 
United States to civil rights and equal opportunity for 
all; and 
Whereas attacks on initiatives that advance diversity, equity, 
inclusion, and accessibility make the United States less 
prosperous, fair, and safe: Now, therefore, be it 
Resolved, That the House of Representatives— 
(1) affirms its commitment to— 
(A) diversity, equity, inclusion, and accessi-
bility as essential foundations for achieving the 
American Dream; and 
(B) fostering environments where all indi-
viduals have the freedom to be healthy, pros-
perous, and safe, the opportunity to realize 
their full potential, and the right to be equal 
members of our multiracial democracy; and 
(2) encourages local, State, and Federal policy- 
makers, educational institutions, workplaces, and 
other organizations to adopt, uphold, and promote 
inclusivity, expand diversity and accessibility, remove 
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barriers, and provide equitable opportunities for all 
individuals to pursue their dreams, which, in turn, 
benefits all people. 
Æ 
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