EEOC Chair Issues Reminder Letter to the Fortune 500 Regarding Title VII Compliance Related to DEI Initiatives

WASHINGTON – U.S. Equal Employment Opportunity Commission Chair Andrea Lucas today issued a letter to the chief executive officers, general counsel, and board chairs of 500 of the largest employers in the United States. Collectively, these companies employ over 30 million workers and exert significant influence over the livelihood of millions of Americans.

The letter reminds these corporate leaders of their obligations under Title VII, including with respect to employment policies, programs and practices labeled as “DEI” or other euphemisms. It emphasizes the EEOC’s commitment to preventing discrimination through employer education and compliance assistance, including the agency’s non-binding educational resources addressing unlawful discrimination related to DEI in the workplace.

“I urge Corporate America to reject identity politics as its solution to society’s ills. The only lawful way to stop discrimination on the basis of race or sex, is to stop discriminating on the basis of race or sex,” said EEOC Chair Andrea Lucas. “Protecting workers begins with preventing discrimination. The EEOC is committed to helping businesses comply with the law. Hiring workers based on their merit, excellence, and character — not skin color or sex — is the right thing to do and benefits employers and employees alike.”

The letter also underscores the EEOC’s commitment to fully utilize all statutory tools to fulfill the Commission’s mission — from education and compliance efforts to the administrative enforcement process and litigation. At the center of these efforts is the protection of the American worker, and the EEOC encourages these executives to affirm a shared commitment to merit-based employment decisions so that every worker in America has an equal opportunity to succeed, without regard to race or sex.

The EEOC is the sole federal agency authorized to investigate and litigate against businesses and other private sector employers for violations of federal laws prohibiting employment discrimination. For public sector employers, the EEOC shares jurisdiction with the Department of Justice’s Civil Rights Division. The EEOC also is responsible for coordinating the federal government’s employment antidiscrimination effort. More information about the EEOC is available at www.eeoc.gov.