Sec. 102. Office of Personnel Management
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Not later than 180 days after the date of enactment of this Act, the Director of the Office of Personnel Management shall— revise all regulations, policies, procedures, manuals, circulars, courses, training, and guidance of the Office such that all such material is in compliance with and consistent with this Act and the amendments made by this Act; revise so as to effectively rescind all regulations, policies, procedures, manuals, circulars, courses, training, and guidance of the Office that were promulgated, adopted, or implemented to comply with the Executive orders and memoranda described in section 101(a)(2); 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 appropriate 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 terminate, close, and wind up the Chief Diversity 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 functions of whom are eliminated by operation of this Act or the amendments made by this Act.
Effective on the date of enactment of this Act, the charter of the Chief Diversity Officers Executive Council is revoked. Section 1104 of title 5, United States Code, is amended by adding at the end the following: In this subsection, the term prohibited diversity, equity, or inclusion practice has the meaning given the term in section 1201 of the Civil Rights Act of 1964. Racist behavior and racist training in the Government are prohibited, including any of the following: Discriminating for or against any person on the basis of race, color, ethnicity, religion, biological sex, or national origin.
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 inferior, oppressive or oppressed, or privileged or unprivileged. Maintaining an office, bureau, division, or other organization to further promote or enforce a prohibited diversity, equity, or inclusion practice. Retaining or employing a consultant or advisor to further promote or enforce a prohibited diversity, equity, or inclusion practice.
Maintaining a rule, a regulation, a policy, guidance, a guideline, management control, a practice, a requirement, training, education, coursework, or a similar device to further promote or enforce a prohibited diversity, equity, or inclusion practice. 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 assent 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, religion, biological sex, or national origin is inherently or systemically superior or inferior, oppressive or oppressed, or privileged or unprivileged.
The Office shall establish standards that shall— apply to the activities of the Office or any other agency under authority delegated under subsection (a); prohibit racist behavior and racist training in the Government, as described in paragraph
(2)of this subsection; ensure compliance with this subsection; ensure compliance with section 717 of the Civil Rights Act of 1964 ( 42 U.S.C. 2000e–16 ); and be in accordance with the merit system principles under section 2301. The Office shall establish and maintain an oversight program to ensure that activities under any authority delegated under subsection (a)— prohibit racist behavior and racist training in the Government, as described in paragraph
(2)of this subsection; ensure compliance with this subsection; ensure compliance with section 717 of the Civil Rights Act of 1964 ( 42 U.S.C. 2000e–16 ); and are in accordance with the merit system principles under section 2301. .
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- 42 USC 2000e–16
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Sec. 102
Office of Personnel Management
Cite42 USC 2000e–16
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