By Robert J. Hansen | OBSERVER Staff Writer

What is diversity, equity and inclusion?

If you believe the president whose administration has moved like a blitzkrieg to eliminate DEI initiatives from federal agencies, one might think they are “illegal and immoral discrimination programs” that “undermine traditional values” and a waste of government money, as President Trump has described them.

Trump continues to vilify DEI initiatives, blaming them for a range of recent disasters. Among them: the 2025 Potomac River midair collision between a commercial jet and an Army helicopter that resulted in 67 fatalities; California’s response to the L.A. wildfires; the collapse of Silicon Valley Bank; Boeing’s safety issues; and the Baltimore bridge collapsing following a container ship collision. In each case, he has publicly suggested that a focus on DEI compromised performance and safety.

One of the more prominent casualties in Trump’s ongoing war on DEI was Carla Hayden, the first woman and first African American to serve as librarian of Congress. Trump dismissed Hayden on May 8, citing her promotion of DEI initiatives and the inclusion of what he deemed “inappropriate” children’s books. However, it’s worth noting that the Library of Congress does not operate like a public lending library; books are not typically checked out, and access is largely restricted to individuals over age 16.

In reality, DEI initiatives are designed to ensure that people of all identities, backgrounds, and perspectives – including race, gender, age, abilities and sexual orientation – are treated fairly in employment and work in environments where everyone feels respected and valued.

Still, the Trump administration’s actions have had widespread effects. In response to federal pressure, Las Vegas rebranded its DEI program as “Inclusion and Belonging” and removed its original DEI web page. Similarly, in March, the University of Michigan closed its DEI office. While the office was officially shut down, some functions were rebranded under new titles, such as the “HOPE office,” in an attempt to continue the work without violating federal directives.

With the administration threatening to withhold funding from institutions that maintain DEI programs, The OBSERVER spoke with Sacramento city and county officials about what this means for the future of DEI in the region.

Sacramento’s DEI Commitment

According to City Attorney Susana Alcala-Wood, Sacramento’s Office of Diversity and Inclusion was created in response to the protests following the killing of Stephon Clark by Sacramento police. The office was formally established in 2018 with the hiring of Aimée Zenzele Barnes as the city’s first diversity and equity manager. This marked a significant step in embedding DEI principles into the city’s workforce and governance.

Barnes says the city has no plans to retreat from its commitment to equity and inclusion.

“We are moving deeply into the spaces where we’re trying to imagine with DEI,” she says.

The city employs more than 5,000 people, including police officers, firefighters, analysts, and department managers. As of 2024, the racial makeup of city employees closely mirrored Sacramento’s population: 45% of employees were white, 9% Asian, 11% Black, and 23% Hispanic or Latino.

Zenzele Barnes believes the values and the approach the city has taken to create fair and accessible and inclusionary practices in hiring, grant making or delivering a service are duties of a public institution.

“It’s about making sure that we are working with community and care holders and expertise, looking at who’s not around the table and saying, ‘OK, how can this process be better to serve the community better?’” she says.

Zenzele Barnes explains that DEI goes beyond hiring practices. She says the city must also ensure that it serves all residents equitably, and that it dismantle systemic barriers and foster a culture of learning and belonging.

“We really have to look at what environment and what culture we are hiring folks into,” Zenzele Barnes said.

Councilmember Mai Vang says the City Council and Mayor Kevin McCarty aren’t backing down and that, if anything, the city plans to double down on equity and inclusion.

“It is now more important than ever to reaffirm our commitment to equity and justice,” Vang says. “Because we see efforts to erase our own histories. We see efforts to undermine our rights right now, to sow division.”

Vang added that standing up for the concept of DEI is standing up for humanity and dignity and that Sacramento will stand strong against ideals that aim to harm certain groups of people.

“I don’t think you will see the mayor or the council waiver on our commitment to implementing this work,” Vang says.

A Bedrock Value

City Attorney Susana Alcala-Wood says the city has not received a formal threat to block funding from the federal government, although some grants have been withheld. She says the city is prepared to challenge any attempts by the Trump administration to block funding.

Sacramento County took a few years longer than the city to establish a DEI office. It began in earnest in November 2020 when the Board of Supervisors declared racism a public health crisis, highlighting the impact of racism on community health and prompted a comprehensive response.

The board in 2022 established the DEI Cabinet, which was tasked with implementing DEI initiatives throughout county departments. The county’s DEI office was established in January 2024 when Cephoni Jackson was appointed chief DEI officer.

Jackson declined requests for an interview about her work, but she told The OBSERVER in an email that her office’s work is rooted in the county’s core values of principled leadership, respect, innovation, diversity and inclusion, and excellence.

“These values guide us in everything we do and are the foundation of the programs, policies, and partnerships we continue to build in our community,” Jackson wrote.

She also is committed to ensuring that all individuals, especially those in vulnerable positions, have the opportunity to thrive. Her office, she says, will continue to work tirelessly to create safe, welcoming environments where families can flourish, care for each other, and live with dignity.

“Every day,” Jackson wrote, “we focus on policies and community partnerships that uphold these values and support the well-being of all.”

Supervisor Patrick Kennedy says the county is committed to DEI and is “not stopping anything or slowing anything.”

Kennedy says that as the second largest employer in Sacramento County, the county must operate under the lens of DEI and reevaluate policies, procedures and contracting with that same lens.

Sacramento County employs more than 13,000 people. In 2023, about 12% were Black, 17% were Asian, and 20% were Hispanic or Latino and 44% white. Data for 2024, after Jackson’s hiring, is not yet available.

Kennedy explains that the Trump administration could attempt to cut funding for promoting DEl efforts, although such a move likely would face many legal challenges.

“I will tell you, as a culture, we’re not going to change. And if we have to do something in a way that is different … we will, but the outcomes are going to be the same,” Kennedy says.