{"id":159691,"date":"2025-03-27T12:49:24","date_gmt":"2025-03-27T12:49:24","guid":{"rendered":"https:\/\/peraltafinancing.com\/business\/legal\/dei-and-discrimination-what-employers-should-know-employers-lawyers-blog\/"},"modified":"2025-03-27T12:49:24","modified_gmt":"2025-03-27T12:49:24","slug":"dei-and-discrimination-what-employers-should-know-employers-lawyers-blog","status":"publish","type":"post","link":"https:\/\/fivemor.com\/?p=159691","title":{"rendered":"DEI and Discrimination: What Employers Should Know | Employers&#8217; Lawyers Blog"},"content":{"rendered":"<p> <br \/>\n<\/p>\n<div>\n<div id=\"attachment_2173\" style=\"width: 160px\" class=\"wp-caption alignright\"><img loading=\"lazy\" decoding=\"async\" aria-describedby=\"caption-attachment-2173\" class=\"size-thumbnail wp-image-2173\" src=\"https:\/\/www.employerslawyersblog.com\/wp-content\/uploads\/2020\/07\/Merrill_Brit_gallery_directory-150x150.jpg\" alt=\"\" width=\"150\" height=\"150\" srcset=\"https:\/\/www.employerslawyersblog.com\/wp-content\/uploads\/2020\/07\/Merrill_Brit_gallery_directory-150x150.jpg 150w, https:\/\/www.employerslawyersblog.com\/wp-content\/uploads\/2020\/07\/Merrill_Brit_gallery_directory-300x300.jpg 300w, https:\/\/www.employerslawyersblog.com\/wp-content\/uploads\/2020\/07\/Merrill_Brit_gallery_directory.jpg 358w\" sizes=\"auto, (max-width: 150px) 100vw, 150px\"\/><\/p>\n<p id=\"caption-attachment-2173\" class=\"wp-caption-text\">Brit Merrill<\/p>\n<\/div>\n<p>By\u00a0<a href=\"https:\/\/www.hollandhart.com\/bmerrill\">Brit Merrill<\/a>\u00a0and\u00a0<a href=\"https:\/\/www.hollandhart.com\/mjimenez\">Mickell Jimenez<\/a><\/p>\n<p>Warning of unlawful DEI-related discrimination in the workplace, the U.S. Equal Employment Opportunity Commission (EEOC) and U.S. Department of Justice (DOJ) issued guidance this week outlining when a DEI initiative, policy, or practice may be unlawful under Title VII.<\/p>\n<p>The guidance includes a joint one-page technical assistance document titled \u201c<a href=\"https:\/\/www.eeoc.gov\/what-do-if-you-experience-discrimination-related-dei-work\" target=\"_blank\" rel=\"noopener\">What To Do If You Experience Discrimination Related to DEI at Work<\/a>\u201d and an EEOC-issued question-and-answer technical assistance document titled \u201c<a href=\"https:\/\/www.eeoc.gov\/wysk\/what-you-should-know-about-dei-related-discrimination-work\" target=\"_blank\" rel=\"noopener\">What You Should Know About DEI-Related Discrimination at Work<\/a>.\u201d Technical assistance documents do not carry the force of law and are not legally binding, but do provide insight and guidance on agency policy.<\/p>\n<div id=\"attachment_2890\" style=\"width: 160px\" class=\"wp-caption alignright\"><img loading=\"lazy\" decoding=\"async\" aria-describedby=\"caption-attachment-2890\" class=\"size-thumbnail wp-image-2890\" src=\"https:\/\/www.employerslawyersblog.com\/wp-content\/uploads\/2025\/03\/jiminez-mickell-150x150.jpg\" alt=\"\" width=\"150\" height=\"150\" srcset=\"https:\/\/www.employerslawyersblog.com\/wp-content\/uploads\/2025\/03\/jiminez-mickell-150x150.jpg 150w, https:\/\/www.employerslawyersblog.com\/wp-content\/uploads\/2025\/03\/jiminez-mickell-300x300.jpg 300w, https:\/\/www.employerslawyersblog.com\/wp-content\/uploads\/2025\/03\/jiminez-mickell.jpg 358w\" sizes=\"auto, (max-width: 150px) 100vw, 150px\"\/><\/p>\n<p id=\"caption-attachment-2890\" class=\"wp-caption-text\">Mickell Jimenez<\/p>\n<\/div>\n<p><strong>Key Takeaways<\/strong><\/p>\n<p><strong>1. DEI programs cannot segregate or exclude employees based on a protected characteristic. <\/strong><\/p>\n<p>Prohibited conduct may include<\/p>\n<ul>\n<li>\u201cLimiting membership in workplace groups, such as Employee Resource Groups (ERG) or other employee affinity groups, to certain protected groups\u201d; and<\/li>\n<li>\u201cSeparating employees into groups based on race, sex, or another protected characteristic when administering DEI or other trainings, or other privileges of employment, even if the separate groups receive the same programming content or amount of employer resources[.]\u201d<\/li>\n<\/ul>\n<p>Note the guidance that \u201cother privileges of employment\u201d cannot segregate or exclude employees based on a protected characteristic.\u00a0 As detailed below, the guidance specifies that this applies to exclusion from training, mentorship programs, and fellowships.<span id=\"more-2888\"\/><\/p>\n<p><strong>2. Diversity training may create a hostile work environment<\/strong><\/p>\n<p>\u201cDepending on the facts, DEI training may give rise to a colorable hostile work environment claim.\u201d\u00a0 An employee may be able to \u201cplausibly allege or prove that a diversity or other DEI-related training created a hostile work environment by pleading or showing that the training was discriminatory in content, application, or context.\u201d<\/p>\n<p>As a reminder, under Title VII and many attendant state laws, harassment is illegal when it results in an adverse change to a term, condition or privilege of employment, or it is so frequent or severe that a reasonable person would consider it intimidating, hostile or abusive.<\/p>\n<p><strong>3. Employees who oppose unlawful DEI practices are protected from retaliation under Title VII<\/strong><\/p>\n<p>\u201cReasonable opposition to a DEI training may constitute protected activity if the employee provides a fact-specific basis for his or her believe that the training violates Title VII.\u201d<\/p>\n<p><strong>4. Business necessity or customer preference is not a defense<\/strong><\/p>\n<p>Basing employment decisions on client or customer preference is not a defense to discrimination and \u201care just as unlawful as decisions based on an employer\u2019s own discriminatory preferences.\u201d<\/p>\n<p><strong>5. Title VII applies to all workers and all privileges of employment<\/strong><\/p>\n<p>Any employment decisions based on race, sex, or other protected characteristics may be unlawful. This applies to hiring, firing, promotion, compensation, as well as<\/p>\n<ul>\n<li>exclusion from training or leadership programs<\/li>\n<li>exclusion from mentoring or sponsorship programs<\/li>\n<li>exclusion from fellowships<\/li>\n<li>selection for interviews (including placement on candidate slates)<\/li>\n<\/ul>\n<p>Unlawful discrimination exists even if a protected characteristic is \u201cjust one factor among other factors contributing to the employer\u2019s decision or action.\u201d\u00a0 The EEOC\u2019s position is that there is no such thing as \u201creverse\u201d discrimination, only discrimination.<\/p>\n<p><strong>What Now?<\/strong><\/p>\n<p>Employers should review and update their DEI policies and practices to ensure compliance with Title VII, taking into consideration the issued EEOC guidance. Action steps may include consideration of the following:<\/p>\n<ol>\n<li>Do not use protected categories to determine who may participate in trainings and mentorship programs. Instead, open programs to all demographic groups, or use objective criteria (like seniority, level, merit, skills, etc.) to determine who many participate.<\/li>\n<li>Make employment decisions (hiring, firing, interviewing, promotions, compensation, etc.) based on objective criteria. Do not use any protected characteristic as a factor, specifically including but not limited to, a plus factor.<\/li>\n<li>Review employee trainings, programs, and other internal employment practices. Focus trainings on anti-harassment\/anti-discrimination, sexual harassment, and fostering a respectful work environment.<\/li>\n<\/ol>\n<p>It is prudent for companies to seek experienced legal counsel for assistance navigating these complex issues.<\/p>\n<div class=\"printfriendly pf-button pf-button-content pf-alignleft\">\n                    <a href=\"#\" rel=\"nofollow\" onclick=\"window.print(); return false;\" title=\"Printer Friendly, PDF &amp; Email\"><br \/>\n                    <img decoding=\"async\" src=\"https:\/\/www.employerslawyersblog.com\/wp-content\/uploads\/2016\/08\/share-icons.jpg\" alt=\"Print Friendly, PDF &amp; Email\" class=\"pf-button-img\" style=\"\"\/><br \/>\n                    <\/a>\n                <\/div>\n<\/div>\n\n","protected":false},"excerpt":{"rendered":"<p>Brit Merrill By\u00a0Brit Merrill\u00a0and\u00a0Mickell Jimenez Warning of unlawful DEI-related discrimination in the workplace, the U.S. Equal Employment Opportunity Commission (EEOC) and U.S. Department of Justice (DOJ) issued guidance this week outlining when a DEI initiative, policy, or practice may be unlawful under Title VII. The guidance includes a joint one-page technical assistance document titled \u201cWhat [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":121850,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[97],"tags":[3767,20189,19412,13856,14075],"dealstore":[],"offerexpiration":[],"class_list":["post-159691","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal","tag-blog","tag-dei","tag-discrimination","tag-employers","tag-lawyers"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>DEI and Discrimination: What Employers Should Know | Employers&#039; Lawyers Blog - Som2ny Network<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/fivemor.com\/?p=159691\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"DEI and Discrimination: What Employers Should Know | Employers&#039; Lawyers Blog - Som2ny Network\" \/>\n<meta property=\"og:description\" content=\"Brit Merrill By\u00a0Brit Merrill\u00a0and\u00a0Mickell Jimenez Warning of unlawful DEI-related discrimination in the workplace, the U.S. Equal Employment Opportunity Commission (EEOC) and U.S. Department of Justice (DOJ) issued guidance this week outlining when a DEI initiative, policy, or practice may be unlawful under Title VII. 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