The EEOC has released new guidance defining prohibited DEI-related discrimination in the workplace, aiming to clarify the implications of Title VII. This marks the first formal attempt by the Trump administration to define what constitutes 'illegal DEI'. The guidance, structured as an FAQ, states that discrimination in various employment aspects, including hiring, firing, and compensation, is not allowed. Workers only need to show 'some injury' in their employment to claim discrimination, underscoring the law's broad scope in protecting employees from disparate treatment.
The EEOC emphasizes that discrimination against employees in hiring, firing, or any employment terms based on DEI-related factors is prohibited under Title VII.
Workers need only demonstrate 'some injury' relating to their employment conditions to allege a valid discrimination claim, highlighting the broad applicability of Title VII.
The new guidelines clarify that disparate treatment in all forms, such as compensation, promotions, and access to training, are included under DEI-related discrimination.
Employers are prohibited under Title VII from making classification or segregation decisions based on race, sex, or other protected characteristics affecting employee status.
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