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Black Business Network

Ending Discrimination or Ignoring History? A Look at the "Ending Discrimination and Restoring Merit-Based Opportunity Act"

Writer's picture: Brother Levon XBrother Levon X


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The Trump administration’s latest executive order, the “Ending Discrimination and Restoring Merit-Based Opportunity Act,” has sparked widespread controversy. This policy eliminates race, religion, and sex as considerations in federal hiring, focusing instead on performance. While some argue this approach is fair and neutral, it’s essential to explore the historical context and implications of such policies—and the potential impact on women’s rights and marginalized communities. Additionally, we can learn from the resilience and ingenuity of Black communities during some of the most challenging periods in American history.


Understanding the Historical Context


America has a long history of systemic discrimination that cannot be ignored when discussing so-called “merit-based” systems. After the abolishment of slavery, during the Jim Crow era, discriminatory practices dominated the social and economic landscape. The "whites-only" policies of the time ensured that Caucasian Americans had an overwhelming advantage in education, employment, and financial opportunities. From schools and business loans to housing and job markets, systemic racism excluded people of color, particularly Black Americans, from opportunities to thrive.


Similarly, women and other marginalized groups have faced barriers to equality in the workplace. Policies like affirmative action and diversity initiatives have played a critical role in ensuring representation and opportunity for groups that historically faced discrimination. Stripping away these safeguards raises concerns about whether merit truly reflects talent and effort or continues to privilege those already in positions of power.


The Challenges of "Merit-Based" Systems

On paper, hiring based solely on performance sounds ideal. However, history shows that without checks and balances, the definition of "merit" can be subjective and exclusionary. For women and people of color, systemic barriers have historically limited access to the resources and opportunities needed to build qualifications.


Bias in Qualifications: The definition of "qualified" has often excluded marginalized groups due to historical barriers in education and employment. For example, Black Americans and women were often denied access to higher education, leadership positions, and job training.


Economic Inequalities: Wealth disparities, rooted in discriminatory policies like redlining and unequal pay, have hindered access to opportunities that build "merit," such as internships, mentorship programs, and advanced training.


Lack of Accountability: A "merit-based" system without oversight risks reinforcing implicit biases and existing inequalities, as those in power may favor candidates who look and think like themselves.


Lessons from Black Wall Street and Other Wealthy Black Communities


Despite systemic oppression, Black communities have demonstrated remarkable resilience and ingenuity. During segregation, communities like Greenwood in Tulsa, Oklahoma—better known as Black Wall Street—flourished economically. These communities built thriving business ecosystems, complete with banks, schools, hospitals, and luxury shops, all owned and operated by Black entrepreneurs.

Similarly, during the Great Depression, Black communities across the country pooled their resources, creating mutual aid societies, credit unions, and cooperatives to support one another. These efforts highlight the importance of self-reliance, collective action, and community-driven solutions.


Applying the Black Wall Street Mindset Today


Community Investment: Just as Black Wall Street was built through collective investment, today’s communities can focus on supporting local businesses and entrepreneurs. Creating self-sustaining economic ecosystems reduces dependence on external systems that may not serve everyone equitably.


Focus on Trades and Skills: Many wealthy Black communities during Jim Crow and the Great Depression emphasized trades, agriculture, and specialized skills. Reviving this focus can create sustainable economic opportunities in a globalized economy.


Building Infrastructure: The success of Black Wall Street and other communities was rooted in their ability to create their own institutions, from banks to schools. Investing in modern infrastructure, such as technology hubs and vocational training centers, can empower communities to thrive.


Global Collaboration: In an increasingly interconnected world, building relationships with like-minded individuals and organizations globally can amplify efforts and open new opportunities.


Critical Thinking and Action


The executive order claims to dismantle "dangerous, demeaning, and immoral" race- and sex-based preferences, as stated on the White House website. However, without acknowledging the historical and ongoing impacts of systemic discrimination, this policy risks reinforcing existing inequities. Instead of dismantling safeguards, we should focus on systems that combine performance-based hiring with measures to address discrimination and ensure fairness.


By studying history and applying the lessons of successful Black communities, we can create a path forward that fosters resilience, innovation, and equity. This is not a time for division but for unity and critical action. The mindset of those who built Black Wall Street reminds us that self-reliance and collective effort can overcome even the most significant challenges.


References


  1. Civil Rights Act of 1964. (1964). U.S. National Archives.https://www.archives.gov/milestone-documents/civil-rights-act


  2. White House Statement on Ending Discrimination and Restoring Merit-Based Opportunity Act. (2025).https://www.whitehouse.gov


  3. Black Wall Street: The History of Greenwood District. (2020). Smithsonian Magazine.https://www.smithsonianmag.com/history/


  4. Jim Crow Laws and Systemic Racism in America. (2021). History.com.https://www.history.com/topics/jim-crow


  5. The Equal Pay Act of 1963. (1963). U.S. Department of Labor.https://www.dol.gov/agencies/whd/equal-pay-act


  6. Women in the Workforce: WWII and After. (2020). National Women’s History Museum.https://www.womenshistory.org/resources/general/women-workforce-world-war-ii

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