Equal Employment Alternative Fee Chair Andrea Lucas is altering the priorities of an company that had lengthy centered its efforts on defending susceptible and underserved employees.
Elizabeth Gillis/NPR
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Elizabeth Gillis/NPR
In late February, Andrea Lucas despatched a letter to the leaders of Fortune 500 corporations.
The Trump-appointed chair of the Equal Employment Alternative Fee (EEOC) framed it as a pleasant reminder of the place she stood on a hot-button difficulty: range, fairness and inclusion, or DEI.
She directed the CEOs, common counsels and board chairs to steering she’d issued final 12 months warning that an organization’s DEI insurance policies or practices could also be unlawful in the event that they result in employment selections based mostly even simply partly on an individual’s race, intercourse or different protected attribute.
“The EEOC stands able to fight such discrimination,” she wrote, including for emphasis: “We’re the Equal Employment Alternative Fee, not the Equitable Employment Outcomes Fee.”
In an accompanying assertion, she stated she was urging company America “to reject identification politics as its resolution to society’s ills.”
“The one lawful approach to cease discrimination on the idea of race or intercourse, is to cease discriminating on the idea of race or intercourse,” she wrote.
Whereas not her first missive about DEI, the letter underscored how radically Lucas is altering the priorities of an company that had lengthy centered its efforts on defending susceptible and underserved employees.
In a probe Lucas initiated in 2024, the EEOC is investigating Nike’s hiring objectives and profession improvement practices to see whether or not they drawback white individuals. The company obtained a Deliberate Parenthood affiliate to conform to pay $500,000 to settle prices of harassment and discrimination in opposition to white individuals. Late final 12 months, Lucas herself made a direct attraction to white males to come back ahead in the event that they imagine they have been deprived attributable to their intercourse or race.
The Equal Employment Alternative Fee is investigating Nike’s hiring objectives and profession improvement practices to see whether or not they drawback white individuals.
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Michael M. Santiago/Getty Photographs
“We’re working onerous to assault race discrimination in each single kind that it comes,” she advised NPR in an interview, emphasizing that it does not matter who’s the sufferer or who’s the oppressor. “In case you’re being handled in another way based mostly on race, the very same guidelines apply to you.”
An company born out of the Civil Rights Motion
The EEOC was established by way of Title VII of the Civil Rights Act of 1964 as Congress sought to treatment the huge racial injustices confronted by Black People. At its peak within the early Eighties, the company had greater than 3,000 staff. Right this moment, it is all the way down to about 1,740 staff, in line with the Workplace of Personnel Administration, with a whole bunch of exits since President Trump returned to the White Home final 12 months.
Whereas Title VII of the Civil Rights Act makes clear that the identical protections in opposition to discrimination apply no matter a employee’s race, colour, faith, intercourse or nationwide origin, restricted sources have at all times compelled the EEOC to choose and select instances based mostly on which it believes can have probably the most influence.
Below Lucas’ management, employees members have continued to work by way of tens of 1000’s of discrimination complaints, recovering cash for ladies who’ve been sexually harassed on the job, Black individuals denied work alternatives and — below the People with Disabilities Act — employees denied lodging by their employers, amongst different such frequent instances.
However former leaders of the company say Lucas can be utilizing its more and more scarce sources to pursue an agenda at odds with its traditions and even its mandate. Along with the instances difficult DEI, they level to the company’s choice to dismiss a number of lawsuits it was combating on behalf of transgender and nonbinary people, its reversal of earlier selections establishing protections for transgender employees and the rollback of its complete harassment steering.
“All of that claims to me that there is a actual radical effort to advance one ideological perspective with the sources that they’ve,” says Charlotte Burrows, who preceded Lucas as chair of the EEOC through the Biden administration. “Civil rights enforcement ought to by no means be a partisan political recreation.”
Charlotte Burrows, then chair of the EEOC, in 2021.
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Andrew Kelly/Reuters
Early final 12 months, Trump fired Burrows, alongside along with her fellow Democratic commissioner Jocelyn Samuels, nicely earlier than their phrases had been set to run out. It was one thing no president had ever completed earlier than and paved the way in which for Republicans to have a majority on the bipartisan fee.
How a childhood expertise formed Lucas’ views
As a toddler rising up in Ohio, Lucas skilled a sequence of occasions that will form her views on employment and civil rights. Her father labored in gross sales for a small enterprise. A spiritual man, he refused to take shoppers to strip golf equipment and bars as he was pushed to do by his employer.
“In response to that and different discussions about his religion, he suffered the results,” Lucas says.
She was 10 when he was fired.
For six months, he was unemployed. The household had no earnings. Ultimately, Lucas says, her father took a worse job and located himself locked in a noncompete settlement working below a nasty boss.
“It actually shifted the course of my household’s financial life thereafter,” she says.
Lucas says her father by no means thought-about submitting any type of criticism or suing his former employer. It was not one thing her household may have afforded anyway, she says.
The expertise made her understand that what’s most essential is making certain that individuals have equal alternative to start with.
Lucas says her views on employment and civil rights had been formed partly by her father’s expertise being fired after refusing to take shoppers to strip golf equipment and bars attributable to his religion.
Elizabeth Gillis/NPR
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Elizabeth Gillis/NPR
“As a result of whereas our work is deeply essential to attempt to treatment hurt, within the best-case state of affairs, it does not occur in any respect,” she says.
It is not a press release that any of her counterparts, current or former, would quibble with. It is whom she’s selecting to concentrate on that has precipitated a deep divide.
An attraction to white males
By late final 12 months, Lucas had already made clear how she feels about range, fairness and inclusion.
Then got here her video on X.
“Are you a white male who’s skilled discrimination at work based mostly in your race or intercourse?” says Lucas, trying straight into the digital camera. “You will have a declare to get well cash below federal civil rights legal guidelines. Contact the EEOC as quickly as potential.”
The video garnered greater than 6 million views and was shared by Vice President Vance.
Lucas advised NPR she made the video after studying Jacob Savage’s essay, “The Misplaced Era.” A once-aspiring screenwriter, he chronicled the methods his technology of males has been shut out {of professional} alternatives.
“I felt that it was essential to let everybody know that the doorways are open to them. And that features white males,” she says.
A DEI surge after George Floyd
Individuals maintain indicators and protest after a Minneapolis police officer murdered George Floyd in Might 2020.
Kerem Yucel/AFP through Getty Photographs
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Kerem Yucel/AFP through Getty Photographs
Lucas felt the company hadn’t adequately completed that within the Biden years. Within the wake of the homicide of George Floyd, she says, her fellow commissioners stood by as company America rushed to embrace DEI, typically in legally questionable methods.
“I believe that the prior administration actually considered that phrase as type of a magic wand to disregard the implications,” she says.
To be clear, Lucas says, she by no means noticed her colleagues throughout the aisle bless any illegal DEI practices, corresponding to creating pathways to jobs unique to sure teams. However, she says, they pulled punches.
“They needed to imagine that these items both weren’t occurring or these aren’t the issues that they need to emphasize or prioritize for enforcement,” she says.
Now, Lucas says, she’s cleansing up their mess.
Burrows calls Lucas’ recounting of occasions “pure fiction.”
“It is not shocking to me that this sort of gaslighting would proceed,” she says. “Nevertheless it’s simply not correct.”
Burrows says below her watch, the company faithfully adopted the legislation. She noticed no proof that prices from white employees over DEI insurance policies had been piling up or being ignored.
NPR requested the EEOC to offer a breakdown, by race, of discrimination prices filed with the company since 2021. The company declined to share that info.
Activists maintain indicators throughout a information convention held by Rep. Ayanna Pressley, D-Mass., on range, fairness and inclusion initiatives, exterior the U.S. Capitol on July 23, 2025.
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Alex Wong/Getty Photographs
Burrows says she did see corporations fighting learn how to meet the second — learn how to calm the waters and higher defend their employees, together with girls and other people of colour, from discriminatory practices. They needed to know learn how to do it and learn how to get it proper.
“I believed it was incumbent on the company — to the extent that we had experience — to attempt to assist them perceive, as a result of there are traces and it’s potential to do issues that aren’t lawful,” says Burrows.
However her total message to employers — then and now — is considered one of reassurance.
“You’ll be able to completely create a lawful range, fairness and inclusion program that advantages everyone,” she says, so long as you embrace everybody and exclude nobody.
A shadow EEOC fights again
Days after Lucas issued her letter to Fortune 500 corporations, a bunch generally known as EEO Leaders wrote their very own open letter to corporations, telling them that Lucas’ letter “might have raised extra authorized questions than it answered” and urging them to not again away from their DEI efforts.
Made up of former EEOC commissioners and different employees, the group has been offering counterprogramming at Lucas’ each flip.
Chai Feldblum was an EEOC commissioner from 2010 to 2019. She’s now president of EEO Leaders, a bunch of former commissioners and employees talking out in opposition to the EEOC’s newest actions.
Chai Feldblum
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Chai Feldblum
Chai Feldblum, who held a Democratic seat on the EEOC from 2010 by way of early 2019, says it was essential to guarantee employers they will nonetheless kind affinity teams and maintain coaching to advance DEI, so long as they do not exclude anybody based mostly on their race, intercourse or different protected trait. She worries Lucas’ letter implies in any other case.
“It’s scary employers from taking optimistic actions of their workplaces, and it’s failing to assist these individuals whom the legislation truly requires them to assist,” says Feldblum. “This isn’t useful when it comes to stopping discrimination — actual discrimination — in our nation.”
The truth is, in a pair of instances courting again many years, the Supreme Courtroom dominated that corporations can, in some situations, take restricted steps to handle clear race and intercourse imbalances of their workforces.
“I believe that they wish to see these instances overturned,” Feldblum says of the present EEOC.
A Coca-Cola distributor will get sued
The difficulty is being debated in courtroom now.
In February, after failing to achieve a settlement, the EEOC sued Coca-Cola Drinks Northeast, a comfortable drink bottler and distributor serving New England and upstate New York.
The case stemmed from a discrimination cost introduced by a male worker in 2024, over an off-site networking occasion for feminine staff, who make up about 15% of the workforce, in line with the corporate.
About 250 girls participated within the occasion on the Mohegan Solar on line casino and resort in Connecticut, in line with courtroom paperwork, with some staying in a single day. As a part of the occasion, the workers heard prime feminine executives discuss their profession paths.
Whereas Lucas wouldn’t touch upon the specifics of the case, she says she believes such occasions geared toward advancing girls’s careers are fairly frequent.
“However commonness does not essentially make it permissible,” she says. “How would you are feeling if an organization paid for all of its male executives to go to a two-day retreat … and stated to all the ladies, ‘Sorry, you gotta keep residence. Get again to work’?”
She seems unswayed by the EEOC’s personal information, which present that males outnumber girls by almost 2-to-1 in senior govt positions throughout the nation.
“The reply to the previous boys’ membership just isn’t a brand new women’ membership,” Lucas says. “If we wish to present networking or coaching or mentoring or no matter perks, we have to present it to everyone with out regard to their intercourse or their race.”
