The first section of this bill provides its short title, which is "Dismantle DEI Act of 2025."

The table of contents outlines the various sections and titles of the act, specifying its focus on restricting certain diversity, equity, and inclusion practices across multiple federal domains, including offices, training, contracting, grants, education, advisory committees, and other federal entities, along with sections on enforcement and legal provisions.

The section defines "prohibited diversity, equity, or inclusion practice" as actions that involve discriminating based on race, color, ethnicity, religion, sex, or national origin, requiring training or agreement that suggests one group is superior or inferior, or needing to endorse a statement that promotes these ideas as conditions for employment or advancement.

The section defines "prohibited diversity, equity, or inclusion practice" as actions that discriminate based on race, color, ethnicity, religion, biological sex, or national origin. It also prohibits mandatory training or agreements implying that any group is superior, inferior, or privileged over others, and forbids requiring employees to agree to such ideas for employment-related purposes.

This section of the bill cancels several Executive Orders and memoranda related to equity, inclusion, and diversity, stating they will no longer have legal effect. It also directs government agencies to stop any associated programs within 90 days and prohibits moving affected employees or contractors to new roles.

The Office of Personnel Management (OPM) must update its regulations and close certain diversity-related offices within 180 days of the act's enactment, prohibiting racist practices and training in government settings. The act also bans any practices or advisories that promote prohibited diversity practices and mandates that the OPM establish standards and oversight to enforce these rules in compliance with the Civil Rights Act and merit system principles.

The Office of Management and Budget must update and align its regulations and guidance with the new law, remove certain policies related to earlier executive orders, and discard a specific version of Circular A-4 adopted on November 9, 2023, all within 180 days.

The section prohibits the use of federal funds for activities related to diversity, equity, inclusion, or accessibility within federal agencies, including the creation or support of related offices, councils, or training courses, with certain exceptions like Equal Employment Opportunity offices and programs enforcing the Americans with Disabilities Act. It outlines specific activities that are not allowed to receive federal funding, except for plans or reports required by law.

The section states that any Federal agency with an office dedicated to diversity, equity, inclusion, or accessibility must close that office within 90 days of the Act's enactment. It also specifies that employees from those offices cannot be reassigned, but it allows for the continued operation of Equal Employment Opportunity offices and those enforcing the Americans with Disabilities Act.

Section 106 of the bill amends U.S. Code title 5 to prevent federal employees and job applicants from being penalized if they refuse to take part in certain diversity or critical theory training or assent to related statements. It also ensures that performance evaluations for employees and senior executives cannot be negatively affected by similar refusals, especially if such actions would require prioritizing or disadvantaging individuals based on race, color, ethnicity, religion, biological sex, or national origin.

Congress is proposing changes to federal employee training regulations, specifically forbidding any training that involves concepts like diversity, equity, inclusion, critical theory, and more, if they promote the idea that certain races or groups are inherently better or worse than others.

The section states that no government money can be used to create or buy training courses for federal agencies that focus on topics like diversity, equity, inclusion, or any critical theories related to race and gender. Additionally, it prohibits courses that claim certain races, religions, or genders are naturally better or worse than others.

The section updates certain contract terms, specifying that contracts over $10,000 and other amounts must not be performed in environments controlled by a contractor or subcontractor involved in prohibited diversity, equity, or inclusion practices, as defined by the Civil Rights Act of 1964.

This section amends U.S. Code Title 40 to prohibit discrimination in programs receiving federal assistance based on race, color, sex, ethnicity, religion, or national origin, and it also bans certain diversity, equity, and inclusion practices. It requires federal agencies to enforce these rules and allows individuals to seek other legal remedies if they face discrimination.

The provided section prohibits discrimination based on race, color, biological sex, ethnicity, religion, or national origin within any program receiving federal assistance and bans enforcing certain diversity, equity, and inclusion practices. Federal agencies are tasked with enforcing these rules, but individuals can still seek other legal remedies if their rights are violated.

The section prohibits Federal contractors from using federal funds to support offices or roles related to diversity, equity, inclusion, and similar areas, or to implement related training courses. However, it clarifies that this does not prevent the maintenance of Equal Employment Opportunity offices, Americans with Disabilities Act enforcement offices, or the use of non-Federal funds at the contractor's discretion.

The new section added to Chapter 63 of title 31, United States Code, states that federal grants can only be given if the grant agreement prohibits the funds from being used for activities related to diversity and inclusion such as managing offices or training related to these topics. However, maintaining Equal Employment Opportunity offices and funding Historically Black Colleges and Universities are not affected by these restrictions, and grant recipients can use their own non-federal funds as they choose.

The section outlines that executive agencies cannot provide grants to recipients unless the grant agreement specifies that federal funds won't be used for activities related to diversity, equity, inclusion, or certain training courses. However, it clarifies that this does not prevent the funding of Equal Employment Opportunity offices, offices enforcing the Americans with Disabilities Act, or Historically Black Colleges and Universities, and allows recipients to use non-federal funds as they choose.

The proposed amendment to Chapter 63 of Title 31 in the United States Code requires that cooperative agreements with executive agencies must not use federal funds for activities related to diversity, equity, inclusion, or accessibility, such as maintaining certain offices or providing specific training courses. However, this restriction does not apply to Equal Employment Opportunity offices, those enforcing the Americans with Disabilities Act, or the use of non-federal funds for such purposes.

The section states that an executive agency cannot enter into a cooperative agreement with any party unless it includes terms prohibiting the use of federal funds for activities like maintaining offices or officers related to diversity, equity, inclusion, or accessibility, and creating or implementing related training courses. However, it allows for Equal Employment Opportunity offices and the enforcement of the Americans with Disabilities Act, and parties can use non-federal funds as they choose.

The section outlines a prohibition on certain diversity, equity, and inclusion practices within federal advisory committees, as defined by the Civil Rights Act of 1964. It allows for these committees to be terminated if such practices are found, and individuals can take legal action to enforce this prohibition, potentially resulting in financial penalties and termination of the committee.

In this section, it is stated that certain acts related to diversity, equity, and inclusion practices are prohibited for advisory committees associated with any government agency. If these acts are found to be authorized or implemented, the committee must be terminated, and anyone can file a lawsuit to enforce compliance, potentially leading to compensation and other legal remedies.

The section outlines changes to section 1006 of title 5, United States Code, regarding the responsibilities of the Administrator. It includes modifying compliance requirements to include a check for adherence to the Dismantle DEI Act of 2025 and mandates the development and enforcement of guidelines and rules to enforce this Act within federal advisory committees.

The section outlines new responsibilities for agency heads to create uniform guidelines and controls to follow the Dismantle DEI Act of 2025, and it amends existing law to make sure agencies comply with this act.

The amended section 496(c) of the Higher Education Act ensures that accrediting agencies do not impose diversity, equity, and inclusion requirements that are prohibited, do not evaluate institutions based on specific beliefs or viewpoints, and respect the constitutional rights of institutions to engage in religious activities or expression without discrimination.

The section prohibits the use of federal funds by the Secretary of Education for activities related to diversity, equity, and inclusion, such as maintaining offices or officers for these purposes and developing related training courses. However, it allows for federal funding of Equal Employment Opportunity offices and those enforcing the Americans with Disabilities Act, and does not affect the use of non-federal funds by contractors or grant recipients.

The bill section repeals Section 1319A of the Federal Housing Enterprises Financial Safety and Soundness Act of 1992, which affects Fannie Mae, Freddie Mac, Federal Home Loan Banks, and the Federal Housing Finance Agency.

The section of the bill proposes to eliminate certain offices related to minority and women inclusion from the Dodd-Frank Act, redefine board members as employees under the Civil Rights Act, and prohibits federal and national securities regulators from enforcing diversity, equity, and inclusion practices as defined in the Civil Rights Act of 1964. Additionally, it removes the requirement for racial, ethnic, and gender diversity in the Community Development Advisory Board member qualifications.

The text states that no federal regulator is allowed to participate in or force others to engage in diversity, equity, and inclusion practices that are prohibited, as described by the Civil Rights Act of 1964.

Section 703 of the bill states that Section 821 of the Public Health Service Act is being removed.

The section proposes the elimination of diversity, equity, and inclusion programs within the Department of Defense by removing certain reporting requirements, repealing the position of Chief Diversity Officer, and abolishing a program focused on diversity in military leadership as outlined in various sections of title 10 of the United States Code.

The section repeals a specific paragraph from the Homeland Security Act of 2002 and removes language related to diversity, inclusion, and women's issues from a provision in the United States Code concerning the Coast Guard.

The given section repeals Section 5704 of the Damon Paul Nelson and Matthew Young Pollard Intelligence Authorization Act for Fiscal Years 2018, 2019, and 2020, effectively removing its provisions from the law.

The section explains that anyone who believes a law was broken can sue in a U.S. District Court. If they win, the court can provide various remedies, including a writ, at least $1,000 per violation per day, attorney fees, compensatory damages, and other appropriate relief.

If any part of this Act or its amendments is found to be unconstitutional, the rest of the Act and its amendments will still continue to be in effect, unaffected by that decision.