The first section of the act states that it can be officially referred to as the "Dismantle DEI Act of 2024."

This document organizes its provisions into a table of contents that outlines various sections about federal offices, training, contracting, grants, advisory committees, education, and other matters related to prohibited diversity, equity, and inclusion practices. It specifies actions like rescinding executive orders, closing DEI offices, and setting requirements for contracts and grants, along with guidelines for different federal departments and enforcement measures.

The section defines "prohibited diversity, equity, or inclusion practice" as any action that discriminates based on race, color, ethnicity, religion, biological sex, or national origin. It also includes requiring employees to undergo training or agree to statements that claim any of these traits are superior, inferior, oppressive, oppressed, or privileged.

The section defines prohibited practices regarding diversity, equity, and inclusion, which include discriminating based on race, color, ethnicity, religion, sex, or national origin, and mandating participation in programs or signing documents that deem certain groups as inherently superior, inferior, oppressed, or privileged.

The section outlines that several Executive Orders and National Security Memoranda related to racial equity, gender equality, and diversity are being canceled and will no longer have legal effect or funding support. It also specifies that affected government programs or offices must be closed within 90 days, and employees from these programs cannot be reassigned or their roles converted.

The section outlines that within 180 days, the Director of the Office of Personnel Management must revise its materials to align with the new act, eliminate previous regulations related to certain executive orders, and dissolve the Office of Diversity, Equity, Inclusion, and Accessibility, as well as the Chief Diversity Officers Executive Council. It also amends the law to prohibit racist behavior and training within the government, establishing new standards and oversight to ensure compliance with these rules.

The Office of Management and Budget must update its rules, policies, and guidance within 180 days to align with the new Act, cancel regulations based on certain executive orders, and modify or replace a specific circular—with emphasis on removing references to diversity, equity, and inclusion that don't align with equal opportunity or civil rights principles.

The section outlines restrictions on the use of federal funds, prohibiting them from being used to support offices or activities related to diversity, equity, inclusion, or accessibility within federal agencies. However, it allows for the continuation of Equal Employment Opportunity offices and programs related to the Americans with Disabilities Act as they have historically operated.

The section mandates that any Federal agency with an office related to diversity, equity, inclusion, or accessibility must close that office within 90 days, reduce staff accordingly, and is not allowed to reassign those workers. However, it clarifies that Equal Employment Opportunity offices and offices enforcing the Americans with Disabilities Act can continue as they have been.

The section amends existing U.S. law to prohibit discrimination in personnel practices based on an employee or applicant's refusal to complete certain trainings related to diversity, equity, inclusion, or similar theories. It also ensures that performance evaluations for employees and senior executives cannot be negatively affected if they choose not to engage in activities related to these topics that claim any race, color, ethnicity, religion, sex, or origin is superior or inferior.

Congress has proposed changes to training programs for government employees, forbidding programs that involve diversity, equity, and inclusion or suggest that any group is superior or inferior. This proposal also restricts training that focuses on critical theory or related concepts, and it ensures that no employee can be forced to participate in such programs.

The section specifies that no government funds are allowed to be used for creating or purchasing training courses in federal agencies that involve topics like diversity, equity, inclusion, or theories on race and gender. It also states that these courses cannot require people to claim that certain races, religions, or other identity groups are inherently better or worse than others.

The section updates existing U.S. law to ensure that government contracts exceeding $10,000, as well as other contracts, cannot be performed in locations where prohibited diversity, equity, or inclusion practices are present, as defined by the Civil Rights Act of 1964. This means that contractors and subcontractors must avoid participating in such practices in their working environments.

The section amends United States Code Title 40 to prohibit discrimination in federally assisted programs based on race, color, sex, ethnicity, religion, or national origin. Additionally, it bans mandatory compliance with certain diversity, equity, and inclusion practices and mandates federal agencies to enforce these rules, similar to how they address racial discrimination under the Civil Rights Act of 1964, without limiting individuals' rights to pursue other legal actions.

The section prohibits discrimination based on race, color, biological sex, ethnicity, religion, or national origin in programs receiving federal assistance and forbids certain diversity, equity, and inclusion practices. It also mandates federal agencies to enforce these rules, while allowing individuals to seek other legal remedies if needed.

The section prohibits the use of federal funds by contractors for activities related to diversity, equity, inclusion, accessibility, and training courses that imply superiority or oppression based on characteristics like race or gender. However, it allows for funding of Equal Employment Opportunity offices and enforcement of the Americans with Disabilities Act, as well as letting contractors use their own non-federal funds as they see fit.

The section outlines that executive agencies cannot provide grants unless the recipient agrees not to use the funds for offices or activities related to diversity, equity, inclusion, or certain types of training courses. However, it allows the continued funding of Equal Employment Opportunity offices and similar programs using non-Federal funds.

The section outlines that a government agency cannot grant funds to any recipient for purposes like maintaining diversity offices, employing diversity officers, or creating training related to diversity or theories on race and gender. However, it does allow for the maintenance of Equal Employment Opportunity offices and enforcement of the Americans with Disabilities Act, as long as federal funds are not used for prohibited activities.

This section introduces a new rule that forbids executive agencies from entering into cooperative agreements with any party if the funds from such agreements are used for activities related to diversity, equity, inclusion, or accessibility. However, it clarifies that maintaining Equal Employment Opportunity offices or activities supporting the Americans with Disabilities Act is allowed, and parties can still use their own non-Federal funds for these purposes.

The section states that an executive agency must include terms in any cooperative agreement it enters preventing the use of federal funds for activities related to diversity, equity, inclusion, or accessibility offices or officers, and certain kinds of training courses. However, it clarifies that this does not affect Equal Employment Opportunity offices or offices related to enforcing the Americans with Disabilities Act, nor does it stop parties from using non-federal funds as they choose.

In this section of the bill, it is outlined that specific government figures, including agency heads and advisory committee chairs, are prohibited from implementing practices related to diversity, equity, and inclusion as defined by the Civil Rights Act of 1964. If such practices are found, the advisory committee involved must be terminated within 30 days, and any person can challenge these practices in court, with potential awards and penalties if the claim is successful.

In this section, it states that diversity, equity, and inclusion practices that are prohibited by the Civil Rights Act of 1964 cannot be implemented by various authorities or advisory committees within agencies. If a prohibited practice is found, the involved advisory committee must be terminated, and anyone can bring a lawsuit to enforce this rule, with courts able to order termination and provide additional remedies to successful plaintiffs.

This section outlines changes to section 1006 of title 5, United States Code, which require the Administrator to ensure committees comply with the new Dismantle DEI Act of 2024. It also mandates the Administrator to update all relevant rules and guidelines to align with this Act within 180 days after its enactment.

In this section, agency heads are required to set up consistent guidelines and controls to follow the Dismantle DEI Act of 2024. Additionally, amendments are made to ensure agencies comply with this Act by updating certain parts of section 1007 in title 5 of the United States Code.

The section amends the Higher Education Act to ensure that accrediting agencies don't force colleges to adopt certain diversity, equity, and inclusion practices, commit to specific beliefs, avoid constitutionally protected activities like religious practices, or face discrimination for participating in religious activities.

The section amends the Elementary and Secondary Education Act to prohibit the Secretary of Education from using federal funds to support offices or training programs related to diversity, equity, and inclusion. However, it clarifies that this does not affect Equal Employment Opportunity offices or compliance with the Americans with Disabilities Act, nor does it restrict the use of non-federal funds.

Section 701 states that a specific part of the law called the Federal Housing Enterprises Financial Safety and Soundness Act of 1992 is being canceled. This affects rules related to Fannie Mae, Freddie Mac, Federal Home Loan Banks, and the Federal Housing Finance Agency.

The section discusses changes to laws involving diversity and inclusion. It repeals certain requirements for minority and women inclusion in financial offices and prohibits federal regulators and securities associations from enforcing diversity, equity, and inclusion practices. It also redefines who is considered an employee on corporate boards and removes diversity considerations for advisory board members in community development financial institutions.

In Section 503A, it states that federal regulators are not allowed to engage in or require prohibited diversity, equity, and inclusion practices as outlined in the Civil Rights Act of 1964.

The section from the bill states that Section 821 of the Public Health Service Act, which corresponds to 42 U.S.C. 296m, is being removed or canceled.

The section proposes to repeal various diversity, equity, and inclusion programs within the Department of Defense, including eliminating specific reporting requirements, removing the role of Chief Diversity Officer, and ending the initiative on promoting diversity in military leadership.

The section outlines two changes related to the Department of Homeland Security and the Coast Guard: it removes a paragraph from the Homeland Security Act of 2002 and updates a section of the United States Code by deleting a reference to diversity, inclusion, and women's issues.

Section 706 repeals Section 5704 of the Damon Paul Nelson and Matthew Young Pollard Intelligence Authorization Act, which applied to fiscal years 2018, 2019, and 2020.

In Section 801 of the bill, it states that anyone who thinks this law has been broken can sue in a U.S. District Court. If the person winning the case, the court can grant various types of compensation, including daily fines, attorney fees, and other appropriate remedies.

If any part of this Act or its amendments is found to be unconstitutional, the rest of the Act and its amendments will remain valid and enforceable.