Dive Temporary:
- The pinnacle of the federal company that enforces office nondiscrimination legal guidelines on Wednesday referred to as on White males to report office discrimination.
- “Are you a white male who has skilled discrimination at work based mostly in your race or intercourse?” wrote Andrea Lucas on X. “You’ll have a declare to get well cash beneath federal civil rights legal guidelines,” she stated, urging candidates and staff to contact the U.S. Equal Employment Alternative Fee as quickly as potential.
- Lucas continued that the fee is dedicated to eliminating “ALL race and intercourse discrimination — together with in opposition to white male staff and candidates.”
Dive Perception:
Lucas’ put up underscores an rising pattern in EEO enforcement: a give attention to what many have termed “reverse discrimination.”
Whereas maybe a misnomer — the U.S. Supreme Court docket held earlier this 12 months that majority-group plaintiffs needn’t meet a better bar to show bias than their counterparts — the chance of a rise in discrimination claims from White and male staff exists all the identical, sources say.
Are you a white male who has skilled discrimination at work based mostly in your race or intercourse?
You’ll have a declare to get well cash beneath federal civil rights legal guidelines. Contact the @USEEOC as quickly as potential.The EEOC is dedicated to figuring out, attacking, and eliminating ALL race… pic.twitter.com/BYjbld5zdv
— EEOC Chair Andrea Lucas (@andrealucasEEOC) December 17, 2025
The excessive court docket’s ruling alone has the potential to speed up such claims, a associate at regulation agency Duane Morris wrote in an op-ed for HR Dive. And paired with the EEOC’s new focus, employers might effectively see an uptick not solely in particular person lawsuits but in addition class-action claims, in line with a report from the agency.
Plaintiffs have examined the waters with combined success in current months. Texas A&M College-Texarkana in July agreed to settle a lawsuit alleging it pressured a White, male worker to resign and changed him with a youthful Black girl, for instance. In October, nonetheless, an appeals court docket agreed {that a} decrease court docket correctly dismissed a declare from a White digicam operator alleging that variety, fairness and inclusion commitments at Warner Bros. entities confirmed race bias within the hiring course of.
The expected uptick in these claims means HR professionals ought to assessment their equal employment alternative or anti-harassment insurance policies, associate and chair of the employment apply at Stradley Ronon beforehand wrote for HR Dive. Such insurance policies ought to clearly embrace two statements, she stated: “assurance that such insurance policies apply equally to all staff, and affirmation that employment choices is not going to be made based mostly on any applicant’s or worker’s protected class.”
Employers additionally ought to set up a transparent criticism decision course of that enables employees to lift considerations and allows HR to reply rapidly, she added. “Taking note of worker considerations can stop claims of reverse discrimination from rising into full-blown lawsuits.”
