Prohibition of diversity, equity, or inclusion practices

(a) In general The Government of the District of Columbia may not engage in any prohibited diversity, equity, or inclusion practice. (b) Funding prohibition None of the funds available for obligation or expenditure by the District of Columbia government under any authority may be used to fund, directly or indirectly, any prohibited diversity, equity, or inclusion practice, or any entity which engages in any prohibited diversity, equity, or inclusion practice. (c) Definition In this section, the term prohibited diversity, equity, or inclusion practice means— (1) discriminating for or against any person on the basis of race, color, ethnicity, religion, biological sex, or national origin; (2) requiring as a condition of employment, as a condition for promotion or advancement, or as a condition for speaking, making a presentation, or submitting written materials, that an employee undergo training, education, or coursework, or other pedagogy, that asserts that a particular race, color, ethnicity, religion, biological sex, or national origin is inherently or systemically superior or inferior, oppressive or oppressed, or privileged or unprivileged; (3) requiring as a condition of employment, as a condition for promotion or advancement, or as a condition for speaking, making a presentation, or submitting written materials, the signing of or assent to a statement, code of conduct, work program, or plan, or similar device that requires assent by the employee that a particular race, color, ethnicity, religion, biological sex, or national origin is inherently or systemically superior or inferior, oppressive or oppressed, or privileged or unprivileged; (4) taking or failing to take, or threatening to take or fail to take, any personnel action against any employee or applicant for employment because of the failure of the employee or applicant to— (A) complete training with respect to diversity, equity, or inclusion, critical theory (relating to race, gender, or otherwise), intersectionality, sexual orientation or gender identity, or any substantially similar theory or policy; (B) complete training that asserts or requires trainees to assert that a particular race, color, ethnicity, religion, biological sex, or national origin is inherently or systemically superior or inferior, oppressive or oppressed, or privileged or unprivileged; (C) sign or assent to (which may be by executing or acknowledging) a statement, code of conduct, work program, plan, or similar device with respect to diversity, equity, and inclusion, critical theory (relating to race, gender, or otherwise), intersectionality, sexual orientation or gender identity, or any substantially similar theory or policy; (D) sign or assent to (which may be by executing or acknowledging) a statement, code of conduct, work program, plan, or similar device that asserts or requires assent by the employee or applicant that a particular race, color, ethnicity, religion, biological sex, or national origin is inherently or systemically superior or inferior, oppressive or oppressed, or privileged or unprivileged; (E) take any other action that would require the treatment of any individual advantageously or disadvantageously on the basis of that individual’s race, color, ethnicity, religion, biological sex, or national origin; or (F) limit, segregate, or classify employees or applicants for employment in any way that would deprive or tend to deprive any individual of an employment opportunity, or otherwise adversely affect the status of the individual as an employee, because of the race, color, ethnicity, religion, biological sex, or national origin of the individual; (5) maintaining an office, commission, bureau, division, or other organization to further promote or enforce any activity described in paragraphs (1) through (4); or (6) retaining or employing a consultant or advisor to further promote or enforce any activity described in paragraphs (1) through (4).