Restoring America's Fighting Force

The order directs the Secretary of Defense and the Secretary of Homeland Security to abolish every DEI office within their respective departments — including sub-offices, programs, and initiatives — that promoted race- or sex-based preferences. It prohibits the Department of Defense and all elements of the Armed Forces from promoting, teaching, or inculcating "divisive concepts," "gender ideology," or claims that America's founding documents are racist or sexist. It bars hiring employees, contractors, or consultants to teach those theories. It requires the Secretaries to review the leadership, curriculum, and instructors at the Service Academies and other defense academic institutions for alignment with the order.

The order is subject to a severability clause, meaning if any provision is struck down by a court the rest remains in effect. It does not create any enforceable legal rights for private parties against the United States, and implementation is subject to the availability of appropriations.

Active-duty military personnel, civilian employees, and contractors working for the Department of Defense and the U.S. Coast Guard; DEI office staff whose positions are eliminated; students, faculty, and administrators at the U.S. Service Academies and other defense academic institutions; and any consultants hired to provide diversity-related training.

Military DEI offices and associated programs will be shut down, and curricula at institutions like West Point and the Naval Academy must be revised. Personnel in DEI roles face elimination of their positions. Contractors providing diversity training to the military lose that business. All Armed Forces hiring must shift to race- and sex-neutral processes.

The Secretaries of Defense and Homeland Security are the primary implementers. They must first issue detailed guidance within 30 days, which sets the operational rules for abolishing offices and changing curricula. A separate internal review documenting past DEI activities is due to the Secretary of Defense within 90 days. A progress report, submitted through the Deputy Chief of Staff for Policy, is due within 180 days along with any further recommendations. There are no explicit penalties specified for non-compliance, but the reporting chain runs directly to senior leadership.