Free Game

Executive Orders Updates & Actions

Author

Ama Agyapong
January 30, 2025

Hey Ya’ll,

There’s so much to unpack, and to be honest, I’m still processing my anger, so for now, let’s focus on staying informed and engaged. 

Remember, even if your organization has ended DEI efforts, that doesn’t mean you should. Don’t let your knowledge and growth go to waste. Be a beacon of inclusion wherever you go, and most importantly, continue the inner work. It’s needed now more than ever.

RESOURCE: 

I attended a SHRM webinar on recent executive orders, which provided valuable insights for private and public sector professionals. SHRM introduced the BEAM framework—Belonging Enhanced by Access through Merit—to help organizations align merit-based practices with a culture of inclusion. The message was clear: don’t abandon your programs; evaluate and refine them.

Here are key questions to guide your program evaluation:

  1. Are the program’s opportunities open to all, without regard to an individual’s sex, race, or any other protected status?

  2. Does the program generate opportunities to participate based on an individual’s requisite Merit, including specifically their existing skills and proficiencies?

  3. Does the program select individuals to participate based on relevant qualifications while accommodating protected medical conditions and religious practices?

  4. Is the availability of the program effectively communicated to all individuals so that participation is truly open to all?

  5. Does the program provide opportunities to develop relevant skills, qualifications, and experience for all individuals eligible to participate?

These questions can help ensure programs remain equitable, compliant, and inclusive while supporting organizational goals. If you answered no and need help, please contact me!

REFLECTION: 

We all want the most qualified person for the job. However, the challenge comes when we assume meritocracy operates fairly, overlooking systemic barriers—like racial, gender, and socio-economic inequalities—that hinder marginalized groups from competing equally. Additionally, we must stop assuming that individuals outside the dominant culture are not the most qualified for the job. Here are some key questions to reflect on when discussing meritocracy:

  1. Have I considered how systemic barriers like race, gender, class, or disability may limit opportunities for some people? If so, what are they, and how do they stifle success?

  2. Have I explored how past education, housing, and employment discrimination affect current opportunities?

  3. Have I examined how unconscious biases and subjective criteria might influence decisions?

Finally, it's never too late to do the inner work and build resilience against microaggressive language. This training is essential—correcting behaviors and actions will remain a necessary part of growth.