Health care is now a key battleground for anti-diversity, equity, and inclusion (DEI) attacks, reflecting a broader trend of state-level anti-DEI legislation. Since 2023, 65 anti-DEI bills have been introduced, with eight becoming law. These efforts are linked to the 2022 US Supreme Court reversal of Roe v. Wade and anti-trans and anti-abortion legislation. They also align with a long-standing pattern of racial progress and backlash. Attacks on DEI initiatives in healthcare could severely impact efforts to diversify the healthcare workforce and address racialized health inequities in the US. Anti-DEI efforts target both private and public healthcare institutions. State medical boards have been sued over policies requiring implicit bias training and representation of minoritized groups. Federal lawsuits challenge anti-racism plans in healthcare. Private sector cases include a lawsuit against a medical services company offering incentives to Black physicians and a case against a journal that removed a requirement for health equity fellowships for minoritized groups. These cases were brought by the group Do No Harm, which claims to oppose discriminatory ideologies but supports anti-DEI efforts. Medical professional organizations are also facing anti-DEI challenges. A proposed resolution by the American Academy of Dermatology (AAD) to dismantle DEI programs was rejected after vigorous advocacy. Despite this, similar efforts may spread to other organizations. Racially minoritized physicians are underrepresented in the healthcare workforce, with Black, Latinx, and Indigenous physicians accounting for a small percentage of physicians despite their larger representation in the general population. Racial concordance between providers and patients is associated with better health outcomes. Anti-DEI efforts may drive out racially and ethnically minoritized physicians, worsening health inequities. Medical training agencies recognize the need for health professionals to care for marginalized communities, but training standards and clinical guidelines still lack these practices. DEI initiatives are crucial for the next generation of healthcare providers. Healthcare institutions and professional organizations must commit to DEI and antiracism efforts, using best practices to combat anti-DEI attacks. They must not retreat but instead deepen their commitment to diversity, equity, inclusion, and antiracism. This is critical for achieving health equity and addressing racialized health disparities.Health care is now a key battleground for anti-diversity, equity, and inclusion (DEI) attacks, reflecting a broader trend of state-level anti-DEI legislation. Since 2023, 65 anti-DEI bills have been introduced, with eight becoming law. These efforts are linked to the 2022 US Supreme Court reversal of Roe v. Wade and anti-trans and anti-abortion legislation. They also align with a long-standing pattern of racial progress and backlash. Attacks on DEI initiatives in healthcare could severely impact efforts to diversify the healthcare workforce and address racialized health inequities in the US. Anti-DEI efforts target both private and public healthcare institutions. State medical boards have been sued over policies requiring implicit bias training and representation of minoritized groups. Federal lawsuits challenge anti-racism plans in healthcare. Private sector cases include a lawsuit against a medical services company offering incentives to Black physicians and a case against a journal that removed a requirement for health equity fellowships for minoritized groups. These cases were brought by the group Do No Harm, which claims to oppose discriminatory ideologies but supports anti-DEI efforts. Medical professional organizations are also facing anti-DEI challenges. A proposed resolution by the American Academy of Dermatology (AAD) to dismantle DEI programs was rejected after vigorous advocacy. Despite this, similar efforts may spread to other organizations. Racially minoritized physicians are underrepresented in the healthcare workforce, with Black, Latinx, and Indigenous physicians accounting for a small percentage of physicians despite their larger representation in the general population. Racial concordance between providers and patients is associated with better health outcomes. Anti-DEI efforts may drive out racially and ethnically minoritized physicians, worsening health inequities. Medical training agencies recognize the need for health professionals to care for marginalized communities, but training standards and clinical guidelines still lack these practices. DEI initiatives are crucial for the next generation of healthcare providers. Healthcare institutions and professional organizations must commit to DEI and antiracism efforts, using best practices to combat anti-DEI attacks. They must not retreat but instead deepen their commitment to diversity, equity, inclusion, and antiracism. This is critical for achieving health equity and addressing racialized health disparities.