The impact of recent executive orders on diversity, equity, inclusion, and accessibility in research and graduate training in industrial-organizational psychology

Recent executive orders (EOs) issued by the federal government, including EO 14148, EO 14151, EO 14168, and EO 14173, have significantly altered policies related to diversity, equity, inclusion, and accessibility (DEIA) in research and graduate training within industrial-organizational (I-O) psychology. These orders reverse longstanding federal commitments to DEIA initiatives, modifying research funding criteria, restructuring legal protections, and eliminating diversity-driven hiring mandates. This policy shift introduces substantial challenges for I-O psychology, particularly in securing funding for DEIA-related research, maintaining inclusive graduate training programs, and fostering diverse representation in academia and the workforce. To assess the impact of these policies, I examine the historical context of DEIA policies before these executive actions, outline key modifications introduced by the new EOs, and assess their potential implications for research, graduate education, and workforce development in I-O psychology. These policy changes may constrain academic freedom, reduce opportunities for underrepresented scholars, and disrupt progress in workplace diversity research, ultimately reshaping the field’s capacity to contribute to evidence-based DEIA initiatives.