An Open Letter Concerning DEI

February 10, 2025

To Whom It May Concern:

President Trump, aligned with the conservative Project 2025 blueprint, has aggressively dismantled Diversity, Equity, and Inclusion (DEI) initiatives. His executive orders have wiped out DEI programs in federal agencies and banned contractors from implementing them.

This broader effort seeks to reshape government and society, restoring so-called merit-based systems while eliminating policies conservatives see as promoting “radical gender ideology.” But historically, these systems masked systemic barriers, favoring powerful networks, resources, and privileges that kept women, people of color, and other marginalized groups locked out.

Conservatives reject DEI as social engineering that prioritizes identity over merit, fuels government overreach, and divides through race-conscious policies. They argue it enforces ideological conformity, leads to reverse discrimination, and weakens education and hiring standards—undermining personal responsibility and equal opportunity rather than fostering true fairness.

DEI Isn’t a Handout—It’s an Investment in Excellence

I was born in 1952, the first year on record in which no Black man was lynched in America. That was just three years before Brown v. Board of Education forced open the doors of educational opportunity that had been slammed shut for generations. And yet, despite the progress made since then, I still hear the same old story: that diversity, equity, and inclusion (DEI) is about taking opportunities away from qualified White men and handing them to unqualified Black people.

I know firsthand that this is a lie.

For the past 45 years, I’ve built a pioneering legal career, earning recognition from my peers for excellence—including the Trailblazer in Sport Award for my impact in advising some of the greatest athletes of our time, helping them navigate the financial and personal pitfalls that have derailed too many promising futures. I’ve advised Fortune 100 companies on sophisticated banking, corporate, and real estate matters. And today, I lead a nonprofit that is transforming the lives of boys just like me—boys who, despite their talent, would have been left behind if not for intentional investment in their future.

DEI Doesn’t Lower the Bar—It Raises It

I grew up in an inner-city community where talent was abundant, but opportunity was scarce. Thanks to exposure to enrichment programs between grades 6-12, I was equipped to compete. Those programs didn’t give me success; they gave me access—to rigorous academics, to mentors, to networks that allowed me to develop the skills needed to not just survive but thrive.

I was the first in my family to go to college, then law school. I passed the bar in both Ohio and California and went on to break barriers in my profession. My success was not the result of a handout. It was the result of preparation. DEI doesn’t replace qualified candidates with unqualified ones—it ensures that those who have historically been shut out have a fair shot at proving themselves.

The Proof Is in the Results

The argument that DEI is about lowering standards collapses when faced with data and outcomes. Take my nonprofit. For the past five years, our program has been defying the persistent achievement gap that has plagued Black and Latino boys for generations:

● 99% (54/55) of our boys have graduated high school and are pursuing postsecondary education.

● They are prepared for careers requiring a strong foundation in math, critical thinking, analytical reasoning, communication, problem-solving, and collaboration.

● They don’t just participate; they excel—like when our students won first place in the 2020 MIT Global Appathon for Good with their mobile app Safe Encounter, designed to make police interactions safer. Their innovation was so groundbreaking that they secured a U.S. patent.

This is what happens when DEI initiatives are executed with excellence. They don’t just close gaps; they expand the pipeline of talent that benefits our economy, our industries, and our nation.

DEI Is About Building the Future, Not Taking from the Past

Let’s be honest: America has never been a true meritocracy. For centuries, systems were designed to advantage some while excluding others. DEI is not about punishing White men—it’s about ensuring that talent from every community has a fighting chance. It is about making sure that the next generation of leaders—scientists, engineers, lawyers, CEOs, and changemakers—come from all walks of life.

And let’s be clear: White men are not being pushed out. They still dominate leadership positions across industries. The difference now is that more people—who have always had the talent—are getting the chance to compete.

From Passenger to Driver

The boys in my program are not looking for a handout. Neither was I. What we wanted—and what we fought for—was the opportunity to be drivers, not passengers, in our own lives. DEI is about expanding access, not lowering expectations. And when we get that access, history has shown time and again: We rise to the occasion.

I have spent my career breaking barriers, proving excellence, and paying it forward so that the next generation doesn’t have to fight the same battles I did. DEI is not about charity—it’s about making sure America lives up to its promise of being the land of opportunity for all.

Because when we ensure that all young people—regardless of race, zip code, or background—have the opportunity to reach their full potential, we all win.

Sincerely,
Everett L. Glenn, BOSS Founder & CEO