Welcome to the Chaos: Life as a Federal Contractor Amidst Trump-Era Executive Orders
Picture this: You’re sitting at your government-issued desk, staring at an email with the subject line: “URGENT: Revised Signature Guidelines – Please Remove Pronouns.” Because, clearly, the biggest threat to national security isn’t cyber warfare, climate change, or foreign espionage—it’s whether or not someone includes (she/her) in their email footer.
Now, if you’re a federal contractor, this is just another Tuesday. We’re used to it. We’ve lived through hiring freezes, budget sequesters, and the unspoken dread of explaining our jobs to relatives who think federal contractor means we build roads. But nothing, absolutely nothing, compares to navigating the workforce amidst Trump-era executive orders (EOs) that felt like they were drafted by a sentient YouTube comment section.
Let’s talk about it.
The Art of Workplace Pay Discrimination (Or, Why You’re Probably Underpaid)
Have you ever been paid 30% less than your coworker for the same job? If not, congratulations, you’re either not a woman, not a person of color, or you’ve somehow figured out how to hack the GS pay scale. For the rest of us, welcome to the underpaid workforce, where your salary depends on a mysterious cocktail of invisible biases, contract loopholes, and the roll of a bureaucratic dice.
Trump’s executive orders didn’t just ignore pay equity—they actively bulldozed the limited protections that existed. The 2017 EO revoking the Fair Pay and Safe Workplaces Rule? That basically made it easier for companies with a history of wage theft and discrimination to keep winning federal contracts. That’s right—if your employer had a proven track record of underpaying women or minorities, they weren’t penalized. They were practically rewarded.
And don’t even get me started on the whole contractor vs. federal employee pay gap.
You could be sitting at the same desk, doing the same work, wearing the same “This could have been an email” face, but your GS counterpart is getting paid 40% more—plus benefits—while you get to fight with HR over why your timesheet won’t process.
Oh, and raises? Yeah, good luck with that. Unlike federal employees who (usually) get predictable step increases, contractors often have to beg their company for an extra 3% a year—assuming the contract hasn’t been “re-competed” to a new vendor who somehow found a way to offer the same work for less money (spoiler: the savings come from paying people even less).
DEI Rollbacks: Because Apparently, Diversity is Too Woke
Remember those fleeting years when DEI (Diversity, Equity, and Inclusion) was something offices pretended to care about? Yeah, Trump’s EOs basically put that movement through a paper shredder.
The 2020 EO on Combating Race and Sex Stereotyping? That was a fun one. It banned federal agencies and contractors from conducting diversity training that acknowledged systemic racism or gender bias. Because, obviously, the real problem in America isn’t racism itself—it’s talking about racism.
I sat through those emergency HR meetings where confused compliance officers tried to figure out whether they’d get sued for saying unconscious bias exists. We got emails saying, “Please avoid discussing privilege in the workplace.“Imagine having to explain why Black employees might experience different career barriers without using the word “racism.” That’s like trying to explain climate change without mentioning carbon emissions.
And let’s be honest: DEI efforts in federal contracting were already performative at best. I can’t count how many times I sat through diversity panels where the only person of color was the moderator, or where a senior executive patted himself on the back for hiring “one of the good ones.”
But Trump’s crackdown on DEI wasn’t just an annoyance—it had real consequences. Contracts that used to requirediversity initiatives suddenly didn’t. Organizations scaled back employee resource groups. And marginalized employees? We got the unspoken message loud and clear: Be grateful you have a job at all.
The Absurdity of Changing Email Signature Policies
If you need a perfect metaphor for government workplace dysfunction, look no further than email signature policies.
First, it was the pronoun bans. Then, depending on the agency, it was mandatory flag emojis, because nothing says professionalism like forcing employees to end every email with the equivalent of a truck bumper sticker. Some contractors were required to add a disclaimer stating, “The views expressed in this email do not reflect the official position of the U.S. government.” (Which, if you think about it, is hilarious—because who is out here emailing classified secrets from their work account?)
One time, I got an email from a compliance officer asking us to remove our company logo because it might be seen as “endorsing a specific contractor.” A few weeks later? New guidance requiring us to put the logo back. That was four memos, six email chains, and a two-hour meeting I’ll never get back.
Meanwhile, actual problems—like pay inequality, diversity rollbacks, and vanishing benefits—get shuffled to the bottom of the priority list. Because, of course, nothing is more urgent than making sure my email footer adheres to a policy written by an intern.
So… What Do We Do?
If you’re reading this, chances are you’ve either:
- Lived through this mess and need someone to validate your rage, or
- Are new to federal contracting and wondering whether it’s too late to back out (spoiler: it is, but welcome aboard).
Here’s the deal: the system is broken, but that doesn’t mean we have to roll over.
- Pay transparency matters. If you’re a contractor, talk to your colleagues. Share salary data. Know your worth, and if you find out you’re underpaid? Raise hell.
- DEI isn’t a trend. Just because an executive order tried to bury the conversation doesn’t mean we have to stop having it. Keep pushing for inclusive policies.
- Laugh at the absurdity. Because sometimes, humor is the only thing keeping us from losing our minds.
And most importantly? Vote. Because if we’ve learned anything, it’s that one bad executive order can undo decades of progress—and only political engagement can fix it.
Until then, keep your email signature compliant, your paychecks accurate (good luck), and your sanity intact. And if you ever need a reminder that you’re not alone in this bureaucratic circus? Just check your inbox. There’s probably a new memo waiting for you.
