The Pentagon's Anti-DEI Stance Betrays Our Troops and Weakens America's Defense

The Department of Defense’s decision to eliminate its diversity, equity, and inclusion offices strikes at the heart of what makes our military strong. Defense Secretary Pete Hegseth’s directive, framed as ‘Restoring America’s Fighting Force,’ claims DEI programs distract from warfighting. Yet, this sweeping purge threatens the very cohesion and readiness it claims to champion, unraveling decades of progress in building a force that reflects the nation’s diversity.

DEI initiatives have long served as vital tools to address bias, foster belonging, and ensure every service member feels valued. These efforts help create a military where people from all backgrounds unite for a shared mission. Dismantling them, as mandated by a January 2025 executive order targeting federal equity programs, sends a troubling signal. It suggests that inclusion is expendable, even as evidence shows it strengthens our ranks.

Why would the Pentagon undermine its own people? The push to erase DEI prioritizes a narrow vision of uniformity over the reality that diverse perspectives enhance performance. This policy doesn’t just misjudge what makes a military effective; it risks alienating the talent needed to meet tomorrow’s challenges.

Research paints a clear picture: inclusion drives success. A 2020 study found that diverse teams in high-pressure settings, like military units, outperform less diverse ones by 33 percent, thanks to varied viewpoints that sharpen decision-making. DEI training builds cultural competence, equipping service members for global missions where understanding local contexts can save lives. From counterinsurgency to humanitarian aid, these skills matter.

The military’s own history reinforces this. President Truman’s 1948 desegregation order transformed the armed forces into a model of integration, proving that embracing diversity bolsters strength. Today, with a population growing more diverse, recruitment hinges on showing young people - especially from underrepresented communities - that they belong. Eliminating DEI offices undercuts this, threatening enlistment at a time when the Army and Navy already face shortfalls.

Some argue DEI programs drain resources, citing a budget rise from $68 million in 2022 to $114.7 million in 2024. In an $816 billion defense budget, however, this amount is negligible. The true cost lies in losing talent and morale by scrapping programs that have proven their value, all to serve a political agenda.

The task force, led by senior civilian Tim Dill, insists that removing DEI leaves equal opportunity and anti-harassment policies intact, focusing solely on merit and readiness. Yet, this argument falters. Equal opportunity requires active efforts to address systemic bias, a role DEI offices played. Without them, how will the Pentagon ensure fairness in promotions or track equity across ranks?

During visits to installations, the task force told junior enlisted members they can celebrate their cultures, but only off-base and out of uniform. This restriction feels dismissive. Service members carry their identities into their work; asking them to suppress who they are risks disconnection and disengagement. The military thrives when its people feel seen, not sidelined.

The claim that DEI hinders readiness lacks evidence. No data links diversity training to mission failures. Instead, units with strong cultural understanding often excel in complex operations. The task force’s explanations sound like an attempt to justify a policy rooted in ideology, not reason.

The Pentagon’s actions set a dangerous precedent. The anti-DEI movement, driven by think tanks and executive orders, has already reshaped corporate America, with one-third of Fortune 500 companies scaling back diversity efforts under political pressure. If the military, an institution grounded in evidence and discipline, succumbs to this trend, other sectors - from education to healthcare - may follow.

Since 2020, this movement has targeted everything from library collections to workplace training, framing inclusion as a threat. In the military, this means canceling courses at West Point and Annapolis and flagging hundreds of books for removal. These steps don’t enhance readiness; they limit the knowledge and perspectives service members need to succeed in a complex world.

What happens when the military tells its people their identities don’t matter? Trust erodes, cohesion weakens, and recruitment suffers. The armed forces have always drawn strength from their people. Undermining that foundation is a choice that weakens us all.

The decision to dismantle DEI betrays the values that make our military exceptional. Diversity isn’t a distraction; it’s a strength that enhances recruitment, retention, and mission success. Rebuilding these programs is critical. The Pentagon should restore DEI offices to monitor equity and support enlistment, reinvest in training that fosters unity, and listen to service members who know the value of inclusion.

Advocacy groups, including veterans’ organizations and civil rights coalitions, are urging Congress to protect DEI funding and policies. Their voices matter, and so do ours. Will we allow ideology to shape our military’s future, or will we demand a force that respects and reflects the nation it serves? The stakes are high, and the time to act is now.