DEI, which stands for Diversity, Equity, and Inclusion, has been a part of the United States since the Civil Rights movement of the 1960s, with the Civil Rights Act of 1964 serving as its catalyst. While the DEI concept has evolved, the foundation of fighting discrimination and promoting fairness has been present since the start. The movement for DEI initially began with advocating for those discriminated against because of their race, color, religion, or national origin, and has now expanded to protect those who are discriminated against for gender identity and/or sexual orientation. However, recently DEI is undergoing a significant transformation and is being dismantled. 

 

The Trump Administration has contributed to the shifting in DEI in America. For example, Executive Order 14173, signed on January 21, 2025, prohibits federal contractors from conducting DEI programs, reversing previous mandates set to preserve the protection of minorities. Furthermore, Executive Order 14168, signed on January 20, 2025, mandates the federal government to recognize gender as a binary concept, terminating gender-affirming care. These executive orders significantly alter DEI’s principles, affecting the personal rights of those it was created to protect.

 

Academic institutions have also been affected. The Trump Administration initiated an investigation into Harvard Law Review for allegedly prioritizing a racial minority’s article submission over others, which would violate civil rights laws. Here at Portledge, Traci Douglas is our Diversity, Equity, and Inclusion director. This article will include an interview with Mrs. Douglas on the impact DEI has had on her personal life, professional career, and the Portledge community.

​

***

​

Interview with Ms. Douglas:

​

How has the presence of DEI programs impacted you personally?

 

When I graduated from high school in 1990, I went to Howard University in Washington, DC, one of the historically Black colleges and universities in the United States. I was yearning to go there because, although I went to a public high school with a significant population of people of color, I didn’t feel like I had a strong cultural understanding. After going to Howard and learning about the many contributions Black Americans made to this country, I had a more positive sense of self, and it changed the way I perceived my own identity. I became more confident and proud of my ancestry.  It was also the first time in my educational experience where I was taught by professors who looked like me. My understanding of Black literature grew exponentially. Overall, it made me more prepared to attend Harvard Law School and to tackle challenges in my professional life.

​

 

How do you measure DEI success at Portledge or in general?

​

As the DEI Director, I measure success both quantitatively and qualitatively. Quantitatively, I look at the number of students of color enrolling each year or the retention of faculty members of color year after year. Qualitatively, I am constantly seeking feedback about the cultural programming we do at each divisional level throughout the school year and I am observing and responding to student behavior around our DEI principles regularly. Portledge’s DEI programming reflects the school's values, and we can see diversity, equity, and inclusion in every aspect of the school. Academically, socially, artistically, DEI is very present in our community. We have clubs like BSU, ASA, JSU, and SAGA. Portledge is a very accepting community that welcomes affinity groups. I see this as proof that DEI has a positive impact. I also see how diverse and inclusive our English curriculum is, including authors of varied backgrounds and main characters with varied life experiences.

 

​

What is your approach in confronting issues in DEI?

​

One thing I have learned, and that I continue to practice, is calling people in rather than calling them out. When a person has been harmed by a microaggression or feels discriminated against, as a DEI practitioner, I immediately want to help them. I also want to address the person who has caused the harm. Embarrassing the person that or publicly singling them out is never helpful or productive. Instead, calling someone in and helping them to understand how their words or actions have negatively impacted someone else is far more effective. Educating someone in an area where they may be ignorant or lack an accurate understanding is an integral part of my work. For example, before I joined the faculty of Portledge, there had already been a course called Perspectives being taught in the middle school. When I arrived in the 2021-2022 school year, I revamped the curriculum to make sure it included more units around identity, social emotional learning, and cultural awareness.

​​

***​​

At the end of our interview, Mrs. Douglas shared that she feels confident that Portledge will continue its commitment to DEI because it is aligned with who we are as an institution.