Frances Lim-Liberty, MD, of New London is a pediatric endocrinologist. Anais Ovalle, MD, of Lebanon is an infectious disease physician.

Recent executive orders eliminating Diversity, Equity, Inclusion and Belonging (DEIB) programs have sent shockwaves through government, corporate America and higher education. Critics frame this rollback as a return to meritocracy, but the unintended consequences may erode civil rights protections and limit opportunities not just for racial minorities but also for older individuals, people with disabilities, lower-income communities, LGBTQ+ individuals and women.

As physicians dedicated to training the next generation of doctors, we are deeply concerned that dismantling DEIB programs could have harmful long-term consequences not only on medical education and healthcare but also on broader societal progress, workforce diversity and safety.

DEIB initiatives exist to break down systemic barriers that have historically disadvantaged certain groups. They do not impose quotas or favor one demographic over another but ensure equal opportunity for all. Rooted in the civil rights movements of the 20th century, these programs have expanded workplace access, increased educational opportunities and fostered innovation through diverse perspectives. Without them, institutions risk regressing to a system that favors those already in positions of privilege.

Momentum against DEIB surged with executive orders cutting federal funding for diversity programs and banning DEI-related training in government and education. The most notable, “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” signed on Jan. 21, 2025, claims to eliminate bias and restore neutrality in hiring and education.

However, this framing ignores the reality that DEIB policies do not promote preferential treatment — they work to remove historical structural barriers to equal access. These initiatives have been instrumental in expanding workplace opportunities, increasing education access and fostering inclusive environments where diverse perspectives contribute to innovation and progress. Eliminating DEIB initiatives affects funding, policies and protections across multiple sectors with widespread consequences.

For example, DEIB has played a key role in expanding educational and workforce access for individuals from lower-income backgrounds, underrepresented students and first-generation college attendees. These initiatives provide grants, tuition assistance and need-based scholarships. College programs backed by DEIB efforts offer mentorship, academic support and career advising for students who come from lower-income backgrounds. Without these programs, financial and systemic barriers make upward mobility even harder. Similarly, universities and colleges losing DEIB funding will shift costs to students, increasing their academic and financial challenges.

Institutions that specialize in LGBTQ+ health research and services rely on government and philanthropic funding to conduct studies, train medical professionals and provide essential healthcare services. The loss of DEIB-backed funding could lead to fewer health resources for marginalized communities. Additionally, workplace and campus DEIB programs have created safer environments for LGBTQ+ individuals by implementing anti-discrimination policies and fostering inclusion. Without them, LGBTQ+ employees and students may face renewed hostility and fewer protections.

Gender equity initiatives within DEIB have led to increased workforce participation, equal pay advocacy and policies supporting parental leave and workplace protections. Without DEIB, women — particularly women of color and women in male-dominated fields — could face setbacks in hiring, promotion and workplace protections. Women in STEM fields have been supported by DEIB initiatives that promote mentorship and leadership opportunities. Without these efforts, representation in high-paying industries may decline.

Sexual harassment training and reporting mechanisms, often implemented under DEIB frameworks, could also be weakened, making workplaces less safe for women.

Many DEIB programs also support veterans transitioning to civilian careers. They provide financial aid and scholarships to veterans who want to pursue education. DEIB programs in the workplace offer mentors and advisors who can help veterans navigate career advancement. Workplace accommodations for flexible work schedule or mental health support are also advocated by DEIB programs. Organizations can leverage DEIB grants to establish support groups that help veterans navigate reintegration challenges and manage PTSD. DEIB programs can ensure that healthcare professionals receive the proper training to provide healthcare tailored to veterans’ needs. The removal of DEIB programs reduces critical resources, leading to poorer outcomes for veterans.

Age discrimination is a persistent issue in hiring and promotion. DEIB programs help ensure that older employees are not overlooked for advancement or dismissed. Without these protections, older workers face increased job insecurity.

Disability inclusion efforts, also often housed under DEIB initiatives, have expanded workplace accommodations, accessible hiring practices and educational opportunities for individuals with disabilities. DEIB programs also support policies that uphold the American Disabilities Act. Rolling back these programs could lead to a decline in accessibility and a resurgence of workplace discrimination.

When DEIB disappears, we all lose.