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Limiting Rank and Pay for Military Diversity and Inclusion Positions

This law sets a maximum rank and pay grade for military and civilian personnel working in Diversity, Equity, and Inclusion (DEI) roles within the Department of Defense. Only individuals at lower grades (E-5 or GS-5 maximum) will be allowed to hold these specific positions. Current employees exceeding this limit must be reassigned to different roles within 180 days.
Key points
Establishes a maximum rank (E-5 military, GS-5 civilian) for personnel focused on Diversity, Equity, and Inclusion (DEI) policy in the DoD.
Current employees in DEI roles who hold higher ranks must be reassigned to other positions within 180 days.
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Status:
Expired
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Additional Information
DEI Pay Cap Act of 2023
Print number: S 221
Sponsor: Sen. Cotton, Tom [R-AR]
Process start date: 2023-02-01
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Summarized by: gemini-3-pro-preview
Source data: api.congress.gov
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Summary & Status

Key Questions about Limiting Rank and Pay for Military Diversity and Inclusion Positions

A structured overview of the legislative process, official sources, status and civic context.

What is the official ID of this bill?

The official print number for this legislation is S 221.

Which chamber initiated this legislation?

This legislation was initiated in the Senate.

When did the legislative process begin?

The process officially started on 2023-02-01.

What are the main provisions?

Key points include:

  • Establishes a maximum rank (E-5 military, GS-5 civilian) for personnel focused on Diversity, Equity, and Inclusion (DEI) policy in the DoD.
  • Current employees in DEI roles who hold higher ranks must be reassigned to other positions within 180 days.

What is the specific legal status?

The current status is Expired.

Where can I read the full text of this legislation?

The full official text is available at: View full text

Who is the primary sponsor?

The primary sponsor is Sen. Cotton, Tom [R-AR].

What is the latest detailed status?

The latest detailed status is: Introduced in Senate

Is this summary verified?

Yes. This content was analyzed by AI and verified by the Lustra Judge System on 2025-12-30.

Analysis and Potential Impact of S 221

We don't know, that is up to you to decide. Summarizing raw data with AI is fundamentally different from predicting socio-economic outcomes. As of 2026, we believe impact assessment strictly requires a human in the loop to verify and judge. Review our public AI processing logs for full transparency, and use Lustra to track active legislation for instant status push notifications.

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