The EEOC is still committed to actively investigating unlawful DEI and enforcing compliance with Title VII and they want to make sure major companies know about it. Last week EEOC Chair Andrea Lucas sent a letter to leaders of Fortune 500 companies reminding them of their company’s obligations to comply with Title VII.
The letter specifically called out the agency’s continued focus on race and sex-based discrimination stemming from illegal DEI programs and reminded leaders of the various technical assistance guides available. Chair Lucas’s letter made clear that the EEOC will use all tools at the agency’s disposal to enforce non-discrimination laws ranging from non-binding educational tools to investigations and litigation.
Companies should take this letter as a warning that the Administration has not shifted its focus away from rooting out unlawful DEI and compliance with Title VII. To stay ahead of any potential investigations, companies should proactively review their policies and programs to ensure none are promoting unlawful activity. Below are some important steps that should be taken:
Review DEI policies and practices to ensure compliance with Title VII and other non-discrimination laws.
Audit recruitment, hiring, promotion, and training programs for violations.
Analyze employment data for significant disparities by race and sex.
The EEOC continues to actively enforce compliance with Title VII so employers need to continue to monitor their workforce policies and decisions. Taking steps now can help you address any problems areas and limit liability if your company is investigated.