Can Merit Replace Mandate? What the New EO Means for HR Compliance, Equity & Risk

The landscape of workplace compliance has shifted again. With the signing of Executive Order 14173: “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” a sweeping rollback of DEI mandates and disparate-impact enforcement is underway. This new federal directive marks a return to strict merit-based frameworks, casting aside long-standing policies that guided recruitment, training, and compliance across federal agencies, contractors, and recipients of federal funds. Public sector HR professionals will want to take note on these changes as DOJ and EEOC could influence how civil rights laws are interpreted or enforced via regulatory guidance, litigation standards, or court decisions inspired by this policy. 

What does this actually mean for HR strategy, legal risk, and workplace culture?

Turn to SHRM for a discussion on this new EO and practical deep-dive where we’ll help you: 

• Decode the Executive Order and what it legally nullifies—from DEI training mandates to agency guidance
• Understand the end of disparate-impact liability and the implications for hiring, promotion, and disciplinary practices
• Get ahead of compliance risks—whether you’re navigating federal audits, managing government contracts, or overhauling internal policies
• Explore the constitutional backdrop of this shift, including the non-delegation and major questions doctrines shaping this new era of employment law
• Learn how to lead culture with clarity in a moment of uncertainty—without violating new mandates or alienating your workforce

Who Should Attend?

• Chief Human Resources Officers
• DEI Leaders
• Federal Contractors
• Public Sector HR Executives
• Employment Counsel & Risk Officers

This isn’t just a policy update—it’s a strategic fork in the road. Start charting out how to adapt today to shape your workplace tomorrow.

Reserve your spot now. This essential workshop will equip you with the insights, tools, and frameworks to stay compliant, manage change, and uphold workplace fairness amid historic regulatory shifts. As the late Justice Scalia expressed, the enforcement of disparate-impact provisions may compel race-conscious decisions by employers, potentially conflicting with the constitutional mandate for equal protection under the law.

Speakers announced shortly along with new data and updates to the SHRM BEAM Framework – stay tuned!