Five years after the murder of George Floyd by Minneapolis police sparked a movement to examine systemic racism in institutions and to establish or expand programs aimed at promoting diversity, equity and inclusion (DEI), government leaders at all levels are targeting DEI in an effort to wipe out such efforts not only in government but education, business and other sectors receiving government funds.
The movement to cancel DEI gained steam in 2023 when the Supreme Court voted to end race-based affirmative action policies in college admissions and exploded in January 2025 with the election of President Donald Trump. Trump issued two executive orders, 14151 and 14173, that effectively refer to DEI initiatives as illegal and ordered the elimination of federal contracts related to them along with the funding.
At the state level, the NH Legislature retained House Bill 392, which would dissolve the NH Department of Health and Human Services’ Office of Health Equity, the Department of Environmental Services’ functions for civil rights and environmental justice, and the Governor’s Council on Diversity and Inclusion. In early April, the proposed state budget was amended to prevent NH schools, towns and state agencies from entering contracts that have any elements related to DEI initiatives.
Now, many businesses, colleges, civil rights advocates, and other nonprofit groups in NH are in a “wait and see” mode, scrambling to stay within the bounds of the law to receive much-needed federal funding while they navigate the political backlash against DEI initiatives.
Anthony Poore, president and CEO of the NH Center for Justice and Equity, describes the backlash around DEI as a reaction to social progress “seen throughout history.” “Often, when we make an advancement forward on issues of justice there comes a setback. This happened after the eradication of slavery in the form of Jim Crow and the KKK, and after World War II [Black] people being denied entry into Levittowns, which would’ve allowed them to afford a home,” Poore says. “My goodness, look what happened to Black Power with the war on drugs. The election of Obama led to the party who are essentially in charge of the administration today. What we see here is nothing new, it’s the same old playbook. Only this time there is a much more organized approach that’s been cooking for decades.”
Today, the backlash is less focused on individuals and more focused on schools and businesses seen as supporting DEI initiatives that negatively impact white people. In NH, the pushback began during the COVID pandemic and included legislation later deemed unconstitutional that regulated how teachers spoke about race and made teaching about systematic racism difficult. That law spurred 10 members to resign from the NH Governor’s Advisory Council on Diversity and Inclusion. Before leaving office in January, Gov. Chris Sununu issued an executive order that dissolved the council he had created in 2017.
Navigating Recent DEI Changes
President Trump’s executive orders aim to eliminate DEI programs within federal agencies and among federal contractors, asserting these initiatives constituted unlawful discrimination and undermined merit-based principles.
Zeina Eyceoz, deputy director for NH Businesses for Social Responsibility, says member businesses are paying close attention. “Today members are also seeking information about immigration topics as well as funding issues related to DEI,” she says. “We’re seeking out resources for them through the ACLU and other partners, and advising people on these issues a lot.”
Eyceoz says under the Trump administration it appears any program—especially those receiving government funds and appearing to be “anti-meritocracy”—are under threat. “When the executive orders came in, private companies were not too concerned but anyone getting direly needed federal funding was reviewing language to see if they complied,” she says, adding pressure also extends to the private sector as the executive orders have redefined what is considered discrimination under federal law. “That process takes time, and we had to go through the same thing ourselves. We also didn’t want to put people at risk for associating with our training, so we changed our DEI Challenge to Welcoming Workplaces.”
The backlash is affecting all types of businesses in NH, including childcare centers. Jennifer Legere, owner of A Place to Grow, says some of her organization’s funding is tied to DEI initiatives. Federal funds like Community Development Block Grants (CDBG) are operating as if nothing has changed so far, Legere says, while other federal funding sources for apprenticeships were only recently released after being rewritten at the state level. None of this, Legere adds, will change A Place to Grow’s commitment to DEI.
“We’re keeping the rainbow flags and staying focused on maintaining our culture,” she says, explaining CDBG grants require programming that support quality measures embedded in diversity and accessibility. The grants require childcare centers to have mixed-race dolls and many other supports, she adds. “I’m waiting for someone to get to these things at the granular level because child care centers in NH receive thousands of federal dollars for a quality rating through programs that focus on these DEI components. Will they take away funding eventually and tell me we can’t use certain tools any longer?”
Colleges and Universities
Colleges and universities have recently become the face of the DEI backlash, with major universities around the country threatened with funding losses and the revocation of their tax exempt status if they don’t make big changes. In 2024, six states enacted anti-DEI laws, prompting institutions to alter hiring practices, close DEI offices, and discontinue related training programs. According to a report by BestColleges.com, at least 15 states have passed such laws. The Trump administration recently intensified this trend by investigating over 50 universities for alleged racial discrimination linked to DEI efforts.
At the University of NH (UNH), The Office of Community, Equity and Diversity (OCED) continues to facilitate initiatives that foster an inclusive campus culture, building awareness, and offering support and education, says Nadine Petty, UNH’s chief diversity officer. The recent executive orders mandate the elimination of race-based programs and policies, with institutions facing potential loss of federal funding for research and other programs if universities fail to comply.
New Hampshire already ranks last for state funding of higher education nationally, so the University System of NH (USNH) losing federal funding would be a substantial hit. USNH allocates an estimated $6 million to $9 million annually toward Diversity, Equity, and Inclusion (DEI) programs, according to the University’s financial report for FY 2024.
USNH Chancellor Cathy Provencher says the University System will adapt its policies and programs to comply with changes to both federal law and state law but adds she does not believe USNH has any illegal DEI initiatives. “USNH is working to review 1,900 federal contracts, programs, scholarships and websites across all campuses in conjunction with general counsel to ensure compliance with federal and state law,” Provencher says. “To date we have concluded that there is no conflict between the President’s executive orders and funding from the federal government, while the process is ongoing.”
The Trump administration has stipulated that institutions receiving Title IV funds must eliminate DEI programs deemed to violate federal anti-discrimination laws. Title IV of the Higher Education Act provides federal financial aid to students, including grants, loans, and work-study programs. Non-compliance, the order states, could jeopardize schools’ federal funding. Petty says OCED’s programs have, “always been open to all people from all backgrounds,” and that she doesn’t have any concerns currently about Title IV violations from that office.
Provencher says USNH’s primary focus is on the state budget process this legislative cycle. The House budget plan currently proposes reducing state spending for USNH by $50 million over the two-year budget period. The budget proposal would also eliminate the Governor’s Scholarship Fund, a financial aid program designed to help NH residents attend college within the USNH system or other eligible institutions, resulting in a $5.4 million reduction over two years.
“While there is collective uncertainty about the short and long-term impacts of [the executive orders] on our students and on our schools, we will continue every effort to provide an outstanding education to ensure we are doing our part to build, strengthen and enhance the workforce pipeline in New Hampshire,” Provencher says.
When it comes to research funding, Petty says researchers are requesting guidance from federal funding agencies. “Since UNH research is highly integrated with needs and communities in New Hampshire, we anticipate that some programs affected by federal changes will have ripple effects beyond the UNH community,” she says.
Petty continues, “UNH leaders are working hard to address fallout and respond to community concerns, myself included,” she says. “I don’t have a crystal ball, so I’ll just have to wait and see. In the meantime, I will continue to work to support the UNH community.”
Some Remain Committed
While some businesses and organizations struggle to stay within the legal boundaries set by DEI executive orders, others not receiving federal funding are pushing forward with their DEI efforts. Poore points out the NH Center for Justice is 100% privately funded. “Many companies and schools who want to talk about strategies and outcomes around DEI who receive federal dollars aren’t having those conversations any longer,” he says.
Several companies and nonprofits with DEI programs chose not to be interviewed for this story, citing concerns about interfering with federal funding.
Others, though, remain undeterred. Ryan King, human resources director for Northeast Delta Dental, says the dental insurance nonprofit remains committed to DEI. “We were on the journey long before 2020 and we focus on a range of DEI issues including neurodivergence and our generational workforce,” King says. “DEI is about creating an accepting and welcoming environment. We want to be known as a welcoming community and that should be part of every workplace.”
At W. S. Badger in Gilsum, staying focused on DEI initiatives has been part of the company’s culture since its founding in 1995, says Emily Schwerin-Whyte, whose title is collaborative executive officer, along with her sister Rebecca Hamilton. In 2020, W.S. Badger added DEI to its mission, forming a Social Justice Peer Group to promote education and support for DEI development within the organization.
“The recent executive orders do not affect us as directly as [they do] some businesses and nonprofits,” says Schwerin-Whyte. “We also have never had hiring quotas, which is the focus of one of the executive orders. We are certainly aware of the disruption these executive orders are causing, and we have heard from our employees who are expressing concerns about what a governmental lack of support for inclusivity means for their safety and that of their loved ones.”
Badger is a Certified B Corporation, a certification earned by businesses that meet high standards of social and environmental performance, accountability, and transparency. The company actively advocates for fair pay, family-friendly benefits, and climate and social justice.
Schwerin-Whyte says Badger’s goal is a community that works for all. “That requires looking at each person as intrinsically deserving of respect and care, regardless of whether they are similar or dissimilar to us,” she says. “We have tried to do this by listening and responding to individuals and their needs in our internal policies and practices, showing up to care for those within our internal and external community through volunteerism and charitable giving, and communicating to all with care and kindness.”
Shifting Political Ideologies
Historically, DEI programs have been widely adopted by small businesses like W.S. Badger. Such programs aim to address systemic inequalities and create more inclusive environments for employees from all backgrounds. However, in NH and at the federal level, political discourse has become increasingly polarized in recent years, and these initiatives have become a flashpoint in debates over government policies, education, and corporate governance.
Eyceoz says NHBSR began a deep dive into understanding DEI following the George Floyd murder in the summer of 2020. “We realized in the aftermath we were lacking in DEI programming and that we need to understand what it is,” she says.
NHBSR’s emphasis on DEI led to the creation of a committee of experts, including people from marginalized communities, working to educate the state’s business community. “The programing focused on the workplace, and it was extremely popular,” Eyceoz says, adding 700 people signed up for the first program and that more than 3,500 people engaged in online dialogues overall. Then came HB544, NH’s Divisive Concepts Law, eliminating DEI training in schools and businesses. “That’s when NHBSR really mobilized with a sign-on letter to reject suggested legislation and to defend programs.”
In 2021, NHBSR coordinated an open letter, under then executive director Michelle Veasey, from around 300 NH businesses voicing opposition to HB544, that prevented public schools, state agencies and private businesses contracting with the state from providing education about systemic racism and sexism. The Business and Industry Association (BIA) of NH also opposed the legislation, expressing concerns it would hinder diversity and inclusion efforts crucial for fostering innovation and attracting talent. These concerted efforts were instrumental in ensuring the law did not extend to private businesses, Eyceoz says. “Even though the school part went through initially, that collective voice had a huge impact.”
In May 2024, a federal judge ruled HB544 unconstitutional, stating it was vague and infringed upon free speech rights. Following this decision, the NH Department of Education appealed the ruling, seeking to reinstate the law. As of March 2025, the appeal process is ongoing, leaving the law’s future uncertain.
Current bills in the NH Legislature aim to root out what Mike Belcher, R-Wakefield, referred to in House Committee testimony in February as “unlawful and unconstitutional” programs.
Executive Orders Create Language Games
The presidential executive orders leave organizations contending with confusion around words to avoid in grant applications and online, Eyceoz says. “Certain words are being flagged across a broad range of industries, and we’ve noticed a lot of concern amongst businesses and nonprofits about applying those rules,” she says. “Certain words are now a red flag.”
While President Trump’s executive orders do not explicitly state terms deemed unacceptable for use within federal agencies, subsequent directives from various federal departments have identified specific words and phrases to be avoided. For instance, the National Science Foundation (NSF) developed an internal list of words associated with DEI efforts that, if present in research papers or grant applications, would trigger a review and could jeopardize funding. This list includes terms such as LGBTQ, women, gender, transgender, inclusion, diversity and implicit bias.
While she hasn’t heard of organizations in NH backing away from their DEI goals, Eyceoz says people are seeking guidance on phrasing in grants and websites while figuring out how to find policies to achieve their goals. “Internal and external communications matter a lot during this process,” she says. “First companies need to do an internal audit to see if employees are feeling vulnerable or threatened. Communication with employees is crucial. They need to be assured that changing language isn’t a change in culture or commitment to the values you hold.”
Eyceoz says businesses should also think about how they communicate with external vendors regarding their minority status, which could put them at risk. “I’ve spoken with people who have gone to great lengths certifying their businesses as a ‘Certified Woman-Owned Business’ and that used to mean something when it came to applying for loans and grants,” she says. “Now they feel like they’re being targeted.”
Advice to Move Forward
James McKim, owner of Organizational Ignition and vice president of the Manchester NAACP, agrees with Eyceoz about the need for clear communication, adding the current backlash is at least forcing a deeper understanding of the differences and needs that exist in American society. “We’re learning how to address the concerns of those pushing back,” he says. “It’s heartening to see there’s still a movable middle and the opportunity is there to galvanize that 60%. But we need to change the narrative. While the right has been good at co-opting terms, we need to have conversations about our values.”
Greg Almeida, founder of Global View Communications, an inclusion business strategy firm in Rhode Island, says identifying an organization’s DEI needs requires asking what diversity means. “Each company has to define what diversity means for themselves,”
he says.
Almeida says doing strategic work involves being curious about the way an organization works socially, and how that affects the bottom line. “I’ve always been socially conscious but over time I’ve come to believe that social consciousness is also good for business,” he says, adding the problem with most DEI initiatives is they aren’t core to the business. DEI efforts can help to attract and retain talent, which can save companies money due to lack of turnover. “The question is what role will DEI play in reducing or increasing employee engagement?” he says.
DEI initiatives have been shown to contribute to employee retention and satisfaction. A survey in 2022 by Candid of 118 health systems revealed that organizations not prioritizing DEI had twice the number of employees intending to leave compared to those that did. Furthermore, organizations implementing multiple DEI strategies reported higher workplace satisfaction among people of all backgrounds.
Poore says building collective power, and calling out falsehoods, is a focus for the NH Center for Justice. “Businesses and nonprofits can’t change national politics, but we can focus on our backyards and our neighbors,” he says. “I think there will come a point when people will become so sick and tired of being sick and tired and a new kind of coalition will emerge.”
Remaining Focused on DEI Goals
As the political climate surrounding DEI initiatives evolves, the future of these programs in NH remains uncertain and that uncertainty is weighing on people. “Any regression is very serious,” says NHBSR’s Eyceoz of the rollbacks of the Inflation Reduction Act around clean energy initiatives as well as the DEI executive orders. “Every month we get a group showing up having a hard time with the speed of change. It’s affecting people lives and mental health is a big factor.”
Almeida advises organizations to remain focused on their culture and goals. “We’re telling our clients, ‘lets deal with the facts as they are right now for you.’ We’re not focused on the latest presidential order from the White House. The backlash is real; there’s no denying it. The thing that matters is the success of the company or organization and we need to find ways to work together.”
Poore says the Trump administration is attempting to solidify a narrative around “makers and takers” and that this harms already marginalized groups. “There’s the myth of meritocracy that we’ve all bought into it,” he says of the notion that there are no systemic barriers to success if a person works hard enough. “It’s that ‘pull yourself up by your bootstraps,’ mentality. But those things are self-perpetuated. No person is an island in themselves.”
McKim says he encourages people to live by the “Platinum Rule” rather than the “Golden Rule.” “Everyone should be treated the way they like to be treated as opposed to how you would like to be treated,” he says. “We have an ethos of equal treatment in conflict with the notion of this rule. When you live in a zero-sum-game world that says, ‘I can’t give you anything without giving up something myself,’ we struggle with how to deal with the inequities of the world, which is what DEI is all about.”
