There is no evidence indicating that workforces built on equity-based hiring principles lead to government inefficiency. Dismantling equity-based recruitment, hiring, and retention practices undermines efforts to build a federal workforce that reflects the diversity of this country and ultimately weakens the overall caliber of employees in the sector. Organizations that maintain inclusive recruitment and retention strategies often report broader applicant pools, improved problem-solving capacity, and higher employee retention. Limiting equity-based principles is counterintuitive to this EO’s goal of improving recruitment and hiring efficiency, as it shrinks the talent pool and weakens the federal government’s ability to compete with more attractive recruitment, hiring, and retention efforts of the private and non-profit sectors.
A directive issued by the President that manages operations of the federal government. Executive orders have the force of law but must align with existing statutes and constitutional authority.
Who It Impacts: Federal agencies and employees, directing them on how to implement laws or carry out government functions. Executive orders can also influence businesses and individuals when they relate to issues like immigration, trade, or labor policies.
Who Is Not Impacted: Private citizens and businesses do not have to directly follow an executive order unless it leads to regulations or policies that apply to them. For example, an executive order directing federal agencies to increase renewable energy use does not mandate action from private companies, but it may influence policy shifts that eventually affect them.
Summary
Executive Order (EO) 14170 directs the establishment and implementation of a Federal Hiring Plan aimed at reducing time-to-hire, improving communication and transparency with applicants, and integrating modern technology to support recruitment processes. The EO emphasizes recruiting highly qualified and dedicated individuals who will “faithfully serve the Executive branch” and further “American ideals, values, and interests”, directing federal agencies to exclude diversity, equity, and inclusion (DEI) considerations from hiring criteria.
Impact Analysis
Legal Challenges
None.
Take Institutional Action
- Maintain consistent job-related qualifications and competencies as core hiring criteria
- Incorporate an equity framework to the hiring process
- Build a workforce that reflects and is in proportion to the the diversity of those you serve
- Provide training for hiring teams and leaders (e.g., managers, supervisors, executives) on bias mitigation techniques
- Leverage partnerships with professional associations, employee resource groups, academic institutions, and community organizations to broaden applicant outreach
- Maintain an institutional commitment to diversity, equity and inclusion, at the executive and board levels
- Regularly evaluate applicant data for process improvements and potential barriers to access.
Associated or Derivative Policies
EO 13985: Advancing Racial Equity and Support for Underserved Communities. This was revoked by subsequent orders but relevant for historical comparison.
The US Office of Personnel Management (OPM) guidance on federal hiring modernization initiatives
Policy Prior to 2025
Use of DEI frameworks in recruitment, retention, and workforce development strategies across multiple agencies
OPM-led pilot programs incorporating equity metrics into hiring process evaluations
Additional Resources
Reforming the Federal hiring process and Restoring Merit to Goverment Service - CBCF ("https://www.cbcfinc.org/wp-content/uploads/2025/03/Reforming-the-Federal-Hiring-Process-and-Restoring-Merit-to-Government-Service.pdf)
Evidence-Based Strategies for Hiring a Strong and Diverse Workforce - Harvard People Lab (https://peoplelab.hks.harvard.edu/wp-content/uploads/2022/06/evidence-based-strategies-for-hiring-a-strong-and-diverse-workforce.pdf)
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