A federal judge has ruled that the Central Intelligence Agency (CIA) can proceed with plans to terminate employees involved in Diversity, Equity, and Inclusion (DEI) programs. This decision aligns with the Trump administration’s directive to eliminate DEI initiatives across federal agencies.
U.S. District Judge Anthony Trenga, appointed by President George W. Bush, denied a request to block the firings of 19 intelligence officers assigned to DEI roles. In his ruling, Judge Trenga emphasized that intelligence agency employees serve at the discretion of agency directors, who possess broad authority to terminate personnel when deemed in the national interest. He stated, “In effect, they are at-will employees.”
The affected employees, who filed the lawsuit anonymously, argued that their dismissals violated federal laws and constitutional protections. They contended that their roles in implementing civil rights laws and promoting the inclusion of underrepresented minorities were unjustly targeted. However, the court found that existing regulations grant agency directors the prerogative to terminate employment without standard procedural safeguards.
Despite denying the injunction, Judge Trenga encouraged intelligence agencies to consider reassigning the dismissed employees to other roles within the intelligence community. He noted that while the law supports the terminations, fairness and sound judgment might warrant alternative solutions. The judge also indicated that the plaintiffs might have grounds for future legal claims if they face discrimination or reputational harm as a result of the firings.
Attorney Kevin Carroll, representing the plaintiffs, expressed hope that CIA Director John Ratcliffe would reconsider the decision and allow the affected employees to transition into other positions. Carroll stated, “I would certainly hope, given the judge’s remarks from the bench, that Director Ratcliffe would consider allowing the plaintiffs to reapply for other jobs.”
The plaintiffs are currently evaluating their legal options, including potential appeals and discrimination claims.
