Many people within marginalized communities struggle with questions when applying for jobs. Boxes labeled “Black” and “White” stare back, and the unsettling thought lingers — could choosing one over the other influence whether one gets the job?

However this isn’t just a feeling. The discrimination of applicants based on race was documented in a 2020 study by sociologist Lincoln Quillian, published in the New York Times. The study found that white employers contacted presumed white candidates 9.5 percent more often than presumed non-white candidates with equivalent qualifications. These findings suggest white candidates have an advantage over non-white candidates, solely because of their race.

To combat this, diversity, equity and inclusion (DEI) policies have been implemented in offices, corporations and schools to promote equality

and fairness in all aspects of operations, ensuring that qualifications are prioritized over demographics. According to Workplace Fairness,  Diversity refers to the presence of differences within a workplace including, race, gender, sexual orientation, etc. Equity means ensuring fair treatment, access and opportunities for all employees and recognizing different individuals may need different levels of support. Inclusion is the practice of creating a respectful environment where all employees feel valued.

In schools, districts often implement diversity, equity, inclusion and belonging (DEIB) policies to ensure that all students receive equal support from teachers and administrators. While DEI sets standards for inclusion and diverse classroom conversations, DEIB emphasizes “belonging.” It focuses on how minority students feel in their environment and how they can be equitably supported.

Cathy Flores, the principal of San Andreas High School and senior director of DEIB for the Tamalpais Union High School District (TUHSD), is in charge of the district’s initiatives.

“One of the main things [the district does] is elevating the racial content consciousness of our staff and the cultural competency of staff. The most important aspect of understanding DEIB is having racial consciousness that allows for you to see the ways your bias comes into play,” Flores said.

 Designing curriculum and classes, training for teachers and social consciousness programs, like Stop and Learns, are all part of Flores’ efforts. Additionally, understanding white dominant culture and one’s own implicit biases — and how it might impact teaching — is also essential to addressing bias in the classroom.

TUHSD measures the success of its DEIB initiatives by collecting data from student response forms, such as the Youth Truth and California Healthy Kids surveys, which are administered annually across all grade levels. The district analyzes students’ self-reported happiness and feelings of safety across demographics to assess and improve DEIB programs.

 On Jan. 20, 2025, President Donald Trump’s first day back in office, he signed Executive Order 14151, ending “radical and wasteful” government DEI programs. The order directly responded to Executive Order 13985, issued in 2021 by President Joe Biden to advance racial equity and support for minorities in federal positions. Trump’s order required the removal of all DEI programs from the federal government, including military and federal offices. The executive order claimed that the Biden administration forced “illegal and immoral” discrimination programs — such as DEI — into all aspects of government operations.

Since returning to office, Trump has opposed DEI policies implemented under the Biden administration, prompting widespread backlash. Companies like Target, often credited as a leading advocate for implementations of DEI policies, have since begun retracting their initiatives.

In response, many are voicing their support for DEI, including a student who wished to remain anonymous, referred to here as Lily.

“[Target is] rolling back their diversity and inclusion efforts. This doesn’t align with my morals,” Lily said.

Lily joined a 40-day boycott against Target that began on March 5, 2025, led by Pastor Jamal-Harrison Bryant of New Birth Missionary Baptist Church in Georgia. The boycott, which coincided with the start of Lent, was a protest against Target’s cut of DEI initiatives.

 While as prevalent as DEI is today, the idea of implementing policies to promote diversity, date back to the Civil Rights Movement. 

In practice, institutions can implement programs such as Employee Resource Groups (ERGs) which are voluntary, employee-led networks that promote inclusion and aim to make employees feel valued and supported. According to an article by Kalina Bryant, a contributor to Forbes,  ERGs are a vital tool in achieving [DEI] goals, which date back to the 1960s. ERGs have evolved to become integral components of corporate DEI efforts, benefiting employer and employee. Another practice that institutions implement are blind resume reviews. According to Forbes Council Member, John Feldmann, many employers struggle with how to set aside the biases that are inherent to the hiring process and hire employees, while contributing to a diverse workforce. One solution that some employers are exploring is the practice of blin

d hiring. This means finding ways to mask applicants ethnicity, gender, age and educational background during the review stage. 

Other practices like standardized interviews ensure that all candidates are asked the same questions, creating a more equitable evaluation process. The Trump administration’s revocation of DEI initiatives has sparked nationwide debate, as well as leading to impacts within local communities.

“I think the part that’s most disheartening to me is that DEIB has become weaponized and portrayed as something that is negative or harmful, or that it’s stripping white people of something — [which is] not true,” Flores said.

Opponents of DEI use a new phrase to describe DEI policies calling it “reverse discrimination”. This term promotes the idea that minorities gain an unfair advantage over non-minorities when it comes to applying for jobs or promotions due to DEI initiatives. Florida Gov. Ron DeSantis argues that DEI is a ploy to force ideological conformity, claiming the acronym should stand for “discrimination, exclusion and indoctrination.”

 However, DEI initiatives are intended to reduce systemic racism and equalize opportunities for all.

“It’s incredibly [hard] to hear [all the policies] being denied, canceled and revoked because [DEI is] an effort to help level the playing field,” Flores said.

In today’s political climate, buzzwords like DEI are often used to criticize institutions or the political left, used as a single term to rally behind without discussing the nuance behind it.

Junior Aaron Ask believes that misunderstanding often fuels opposition to DEI policies.

“People don’t necessarily understand why [DEI] programs are in place,” Ask said. “[They] just see it as [minorities] getting unfair advantages and not counterbalance.”

 In 2021, DEI policies were implemented in schools, workplaces and well-known companies like Apple, Coca-Cola and Costco. However, following its official removal from the federal government, major companies such as Google and PepsiCo began removing DEI policies starting in January of 2025.

On the other hand, some companies — including Costco — have retained their policies. Regardless, DEI remains a divisive topic. According to a March 2025 poll by the National Broadcasting Company, 49 percent of voters believe DEI programs should be eliminated, while 48 percent support keeping them.

With this new wave of anti-DEI sentiment, educators fear school districts will be pressured to cut programs due to new federal mandates. This includes practices like Stop-and-Learns, which educate students and teachers alike about bias and diversity.

“There’s so many detrimental impacts to a future where [DEI] continues to be negated or pushed aside. The most important thing for students and for people is their story and their background. That’s their identity. So to remove and push [DEI] away is an extension of ignoring someone’s identity,” Flores said.

Flores believes that as long as diversity is seen as a threat to those in power, demographic representation will be ignored. While the effects of DEI removal are felt nationwide, repercussions are less visible in Marin.

“I do live a fairly fortunate life. I’ve not had to see the effects that [the Trump] administration’s new actions have taken on everyday people, but it’s a matter of time, because this is such a far reaching [topic],” Ask said.

Regardless of the Trump administration’s opposition, many educators and administrators continue to support DEI and remain dedicated to their work.

Flores feels that her job, as well as the continuation of DEIB implementation is still important work. But conflicting federal orders, legal resistance from judges, and varying state policies create a confusing and difficult environment to navigate.

Despite growing opposition at the federal level, TUHSD remains committed to their DEIB initiatives.

“I am still showing up dedicated to [working on DEIB policies], and I know I’m taking a risk [by doing so],” Flores said. “But I’m willing to take that risk.”