About a year ago, a federal judge greenlit the lawsuit of a former university professor who alleged that his employer created a racially hostile work environment through various discussions and initiatives focused on antiracism and racial justice. Continue reading
Diversity, equity, and inclusion—better known as DEI—has been a hot topic lately. While DEI itself isn’t inherently illegal, critics have latched onto the idea of so-called “illegal DEI.” What exactly does that mean? Unclear. But a recent federal court case involving a law student who said she was discouraged from applying for a summer internship because of diversity-focused hiring criteria was giving me “illegal DEI” vibes.
The catch? Even if everything she claimed was true, the court never actually ruled on whether the hiring policy was legal or not. Here’s why.
The Lawsuit That Never Got Off the Ground
In a recent employment discrimination case, the plaintiff, a Black employee, claimed his termination following a workplace investigation into complaints about his conduct at work, was racially motivated. The employer tried to dismiss the case, but failed. Find out why and I’ll throw in a few takeaways about the importance of conducting fair and unbiased workplace investigations. Continue reading
So much ink has been spilled recently about the viability and legality of Diversity, Equity, and Inclusion (DEI) in the workplace. This week, a federal court weighed in on whether a Pacific Northwest employer’s DEI training created a hostile work environment for a white employee.
It didn’t.
More importantly, the court clarified a key point many have overlooked: DEI training is not inherently unlawful.
This ruling carries significant implications for employers dedicated to fostering inclusive workplaces with DEI training. Here are three key takeaways from the court’s decision. Continue reading
On Wednesday, the Attorney General issued a memo titled “Ending Illegal DEI and DEIA Discrimination and Preferences,” a move poised to send ripples through the private and educational sectors. Aligned with President Trump’s Executive Order on January 21, 2025, this directive targets diversity, equity, inclusion (DEI), and diversity, equity, inclusion, and accessibility (DEIA) practices that discriminate based on race or sex. Employers must act now to ensure compliance and avoid potential legal challenges. Continue reading
Last night, I came across a court decision that raised some eyebrows. The case involved a black employee who alleged that his white supervisor used racial slurs, including the n-word, and that the same slur was found written on a bathroom wall. He reported harassment and felt that his concerns were ignored. So, the employee claimed a hostile work environment.
You’d think the employee might win, right? But the court sided with the employer. Continue reading
ICYMI, President Trump has issued an Executive Order titled “Ending Illegal Discrimination and Restoring Merit-Based Opportunity.” This order aims to eliminate illegal discrimination and preferences based on race and sex in federal policies and practices, with significant implications for private businesses. Here’s what human resources professionals, employment lawyers, and business owners need to know about it: Continue reading
Recently, a federal magistrate judge found sufficient evidence to support the ‘cat’s paw’ theory, a concept that should be on every HR professional’s radar. Continue reading
Imagine you’re at school, and there’s a teacher who always picks on you, blames you for things you didn’t do, and makes you feel terrible in front of your classmates. You might think, “This is so unfair! I want to tell someone and make it stop!” Well, grown-ups at work can feel the same way when their boss or coworkers mistreat them. But, like in school, not every mean thing a teacher or classmate does is against the rules. Sometimes, it must be really bad for the grown-ups to get help from the law. Continue reading
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