Written by Matthew Collins.
Elon Musk’s newly formed government agency, DOGE—short for the Department of Government Efficiency—is shaking things up in Washington. The agency, which was formerly known as the U.S. Digital Service, has been completely overhauled under Musk’s leadership, bringing in fresh faces and controversial new policies aimed at cutting costs and improving efficiency.
One of the more intriguing hires is Stephanie Holmes, an HR employment attorney and consultant who has spent years promoting what she calls a “refreshing” approach to diversity and inclusion. Holmes has built a reputation for pushing back against progressive HR trends and advocating for a version of DEI (Diversity, Equity, and Inclusion) that she says aligns more closely with Christian values and conservative principles.
Who Is Stephanie Holmes?
Holmes is now heading up HR at DOGE, according to sources familiar with the agency’s restructuring. She is the founder of BrighterSideHR, a consulting firm that aimed to provide an alternative to traditional corporate diversity programs. Instead of emphasizing race, gender, and identity politics, Holmes’ model of DEI focuses on what she calls “diversity of thought” and “viewpoint diversity.”
She has been vocal about her concerns regarding progressive DEI programs, stating that they impose ideological conformity rather than foster real inclusion. In her words, she started BrighterSideHR because she saw corporate HR departments pushing a particular ideology and wanted to provide an alternative for employers who didn’t agree with that direction.
The Push for ‘Non-Woke’ HR Practices
Holmes’ hiring at DOGE signals a dramatic shift in how the federal government approaches workplace policies. Her “True Diversity Toolkit,” which was published through the conservative Philanthropy Roundtable, lays out a vision for diversity initiatives that reject critical race theory and other left-leaning frameworks. Instead, her approach is centered around individual merit, shared values, and maintaining a company culture that doesn’t force employees to conform to progressive viewpoints.
She has shared her ideas at events hosted by organizations like the Federalist Society, Catholic University, and the Napa Institute’s “Principled Entrepreneurship” conference—a well-known gathering place for conservative leaders in business and politics. At one such event, Holmes made it clear that her goal was to counteract the dominant trends in corporate HR.
“HR departments have been taken over by progressive ideology,” she said. “I wanted to give companies a different way to approach these issues without compromising their values.”
A Controversial Move for the Federal Government
Holmes’ approach is already generating strong reactions. Critics argue that redefining DEI in this way is a step backward, stripping workplace diversity programs of their original purpose. They claim that shifting the focus away from race and gender ignores systemic issues that still exist in the workforce. On the other hand, supporters of this shift believe that traditional DEI programs have become overly political and exclusionary, and they see Holmes’ work as a necessary correction.
Adding to the intrigue, Holmes’ consulting firm, BrighterSideHR, has recently shut down its website, leaving little public information about its future plans. Whether this move was a precautionary measure due to her new government role or simply a sign of rebranding remains unclear.
Our Take
The idea of redefining diversity and inclusion to align with conservative values is bound to stir controversy. The federal government has long followed the corporate trend of prioritizing DEI initiatives that focus on race, gender, and identity. A shift toward “viewpoint diversity” may sound reasonable, but the concern is whether it will genuinely foster inclusion or simply serve as a way to roll back policies designed to help underrepresented groups.
This move also highlights a broader cultural battle playing out in workplaces across America. Many businesses have adopted progressive DEI strategies in response to social pressure, but there is growing pushback from those who believe these efforts have gone too far. Holmes’ appointment signals that Musk’s DOGE agency is willing to challenge the status quo in a major way.
While some see this as a refreshing change, others view it as a dangerous precedent that could weaken important workplace protections. Either way, one thing is certain—this new approach to HR in government is going to make waves.
