DEI Programs TERMINATED By Trump Admin

Person pointing at DEI symbols on glass.

The Trump administration just put every U.S. airline on notice: hire pilots based solely on merit or face federal enforcement action, marking the most aggressive move yet to dismantle Biden-era diversity initiatives in aviation.

Story Highlights

Transportation Secretary Sean Duffy ordered the FAA to mandate merit-only pilot hiring for all commercial airlines, with non-compliance triggering investigations
Airlines have 30 days to certify they’ve eliminated DEI practices from pilot hiring under new Operations Specification A134
The mandate stems from President Trump’s January 2025 executive orders ending “illegal discrimination” and restoring merit-based opportunity
No evidence of current DEI violations was cited, with the order based on unproven “rumors and allegations” of race or sex-based hiring

FAA Issues Mandatory Merit-Based Hiring Certification

On February 13, 2026, Transportation Secretary Sean Duffy announced the Federal Aviation Administration issued Operations Specification A134, requiring all U.S. commercial airlines operating under Part 121 regulations to certify their pilot hiring practices are exclusively merit-based. The mandate applies to all scheduled passenger and cargo carriers, forcing airlines to terminate any diversity, equity, and inclusion programs in pilot recruitment. Principal Operations Inspectors must notify carriers within two business days, with airlines having seven days to submit compliance information and the FAA making final adoption decisions within 30 days.

Trump Administration Reverses Biden-Era Aviation Policies

This enforcement action directly implements President Trump’s January 21, 2025 Executive Order 14173, titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” alongside his Presidential Action on “Keeping Americans Safe in Aviation.” The orders reversed Biden administration initiatives that expanded DEI programs throughout the aviation industry, including diversity hiring pushes amid ongoing pilot shortages. Since Trump’s return to office, the Department of Transportation and FAA have systematically dismantled DEI offices and contracts while revising Biden-era directives that prioritized demographic considerations in hiring and training programs.

Safety Concerns Drive Policy Shift

Secretary Duffy emphasized passenger safety as the primary motivation, stating “Families should fly with confidence knowing the pilot is the best… Safety drives everything.” FAA Administrator Bryan Bedford echoed this position, declaring “race, sex, and creed are irrelevant to flying safely.” The new specification links merit-based hiring directly to Safety Management Systems and Part 121 training standards that evaluate knowledge, skills, and experience. However, the mandate responds to unproven allegations of DEI-based hiring rather than documented violations, with no specific evidence cited of airlines compromising qualifications for diversity goals.

Airline Industry Faces Compliance Deadline

U.S. airlines now face a compressed timeline to demonstrate compliance or risk federal investigation under 49 U.S.C. § 44701(b) and (d). By February 20, 2026, carriers must submit certification documentation to the FAA, which will finalize OpSpec adoption by March 15, 2026. This represents the first time the federal government has mandated formal certification requirements for hiring practices, going beyond previous FAA actions that raised pilot standards or dismantled internal DEI offices. Airlines failing to comply face potential enforcement actions that could impact their operating certificates.

Pilots Union Defends Current Standards

The Air Line Pilots Association pushed back against implications that current hiring practices compromise safety. Captain Jason Ambrosi, ALPA president, stated that all pilots are trained to identical rigorous standards regardless of identity, with qualifications paramount and no shortcuts based on demographics. The union emphasized that existing Part 121 regulations already ensure merit-based selection through comprehensive testing, flight hour requirements, and simulator evaluations. This highlights the tension between the administration’s assertion of DEI risks and the industry’s defense of its established qualification protocols.

Long-Term Aviation Hiring Implications

The mandate’s long-term effects could reshape airline recruitment strategies during an ongoing pilot shortage. While proponents argue it ensures the highest safety standards, the policy eliminates outreach programs designed to expand the candidate pool from underrepresented communities. Airlines may face increased administrative burdens documenting merit-based processes while navigating potential disputes over what constitutes proper qualification criteria. The policy strengthens the Trump administration’s broader agenda to end government-endorsed diversity initiatives across all federal sectors, potentially influencing non-Part 121 operators and reigniting debates over how merit should be defined and measured in highly regulated industries.