Good morning!
Companies already face Programs Dei. Now further control The Commission on Equal Employment (EAK) and the Ministry of Justice (DOJ) call on employees to join the struggle by investigating the Dei policy in their campaigns.
Two documents called “What do you need to know about discrimination related to Dei“And” and “What to do if you feel discriminated against Dei at work“These new resources describe what is considered”Discrimination related to Dei“And as to report it in the EEEC. Perhaps the most important, they urge the society to speak when they can give a” basis “that concern the facts around, why they consider a certain policy or practice related to Dei, violate the head of the VII civil rights law.
“These technical assistance documents will help staff to know their rights and help employers take measures to avoid illegal discrimination related to Dei,” the Acting Chairman of EEOC Andrea Lucas wrote. statement About the new leadership. This step stems from similar recent efforts against Dei from Lucas. On Monday she Sent letters Up to 20 law firms that require information about their diversity, justice and practice of employment.
What do the new guidelines of the Doj and EEOC guidelines mean for the US workplace? They add to the enhanced culture of fear for employers who are already nervous to try to preserve their Dei policy in a violent political climate, says David Glasgow, executive director of the Diversity Center, Meltser’s inclusion at New York University
“The employers are already very nervous, and they feel the threat of investigating civil fulfillment,” he says. “This is the last guidance is the fuel that is watered and without the anti-state fire.”
But although these documents seem scary at first glance, he notes that it doesn’t change any Current laws. And he says that the Board is very high at the request of DEI discrimination.
“I think such recommendations can make people unnecessarily worry: ‘Oh, what to do when our DEI workouts create a hostile work environment? “If 99.9% do not actually do that,” he says.
In short, companies need to make sure that their programs are impermeable, but avoid their cancellation at all, says Nonnie L. Shivers, lawyer and running shareholders of the Oldree Deakins law firm. According to her, many court cases supported the employer’s right to teach their employees and create a workplace in equal opportunities.
“Employers must continue to conduct privileged assessments of their Dei programs and evaluate the risk, based on the existing civil rights law for the legal, because the law has not changed,” she says.
BRIT MORZ
Brit.morse@fortune.com
Originally this story was presented on Fortune.com
https://fortune.com/img-assets/wp-content/uploads/2025/03/GettyImages-2202607825_b699ed-e1742506543294.jpg?resize=1200,600
2025-03-21 12:06:00
Brit Morse
