Diversity, Equity, and Inclusion at West Point: Ongoing Concerns
Diversity, Equity, and Inclusion (DEI) personnel continue to have a significant presence at the U.S. Military Academy in West Point. Although former President Trump initiated steps to curb military Day activities, lasting changes won’t occur until the remnants of these practices are fully eradicated from this historic institution.
In 2024, both Congress and a watchdog group raised questions regarding the inclusion of critical racial theory in West Point’s curriculum. This triggered a whirlwind of council hearings, lawsuits, and Freedom of Information Act requests, revealing much contention. Throughout this turmoil, West Point managed to shield many policies from scrutiny using questionable public relations strategies.
It seems that as long as current officials remain in their roles, returning to a pre-DEI focus will be nearly impossible.
President Trump’s approach to “compliance” appears more like a façade, over six months into the new administration. An executive order advocating for the restoration of military readiness and one from Secretary of Defense Pete Hegseth seem deceptive; their directives are undermined by the ongoing presence of DEI advocates within West Point.
An Evolving Ideology
Dr. Morten Ender, a sociology professor at West Point, exemplifies the loyalty to DEI principles. Before transitioning to his academic role, Ender was embedded in the institution’s diversity initiatives, serving as co-chair of the USMA Diversity Minor. His courses included topics such as “dismantling patriotism” and “the evolution of crossdressing in the military.”
Ender has additionally published works like “Dinner and Conversation: Transgender Integration at West Point and Beyond.” Given his deep engagement in military politicization, it seems unlikely that he would abandon his convictions simply by shifting roles or titles.
Recent adjustments within West Point included removing his biography and the DEI Minor’s website, in response to congressional pressure. His past accolades, which featured his contributions to DEI, have also been scrubbed from official records.
West Point may attempt to obscure its past, but it doesn’t escape the scrutiny of attentive observers.
Another faculty member, Lisa Benitez, who previously served as Chief Diversity Officer, continues to hold significant positions despite attempts to distance from controversial ideologies following Hegseth’s directives. Although her name is now less visible on the Academy’s website, her LinkedIn still reflects her ongoing connection to West Point.
Benitez recently led an annual Diversity and Inclusion Leadership Conference, reflecting the previous ideological stance until it was ultimately cancelled amidst controversy.
Many key figures in West Point’s DEI efforts persist; Colonel Archie Bates III has been pivotal in promoting related policies and co-authored the military’s DEI policy permitting women in combat roles. Major Catherine Grizzle, another influential figure, proudly highlights her dedication to DEI on professional platforms.
While some faculty, like history professor Anthony Guerrero, have resigned in protest against the Trump administration’s initiatives, the prevailing sentiment within West Point’s leadership leans heavily towards sustaining DEI agendas.
Deeply Rooted Ideologies
West Point’s DEI momentum, featuring individuals like Ender, Bates, and Grizzle, melds together a network of ideology that continues to resist substantial change. Despite the apparent push for reform, these entrenched individuals uphold the very principles that prompted recent backlash.
With them in charge, a shift back to prioritizing traditional military values seems unreachable. Instead, there’s a new generation of officers being molded more by ideological conformity than by necessary military competencies.
The previous administration has made commendable strides toward diminishing DEI in military contexts, yet true reform will only materialize once those responsible for implementing these contested policies are no longer in influential roles. Lasting changes require a comprehensive overhaul both in policy and human resources.
