A New York Times report revealed that the EEOC chose not to settle with Nike—a decision that could have major consequences for diversity programs in the workplace.
When the Equal Employment Opportunity Commission opened an investigation into Nike’s diversity practices, it was unusual for a number of reasons. The federal agency’s mission has long been to enforce anti-discrimination laws, which involved pursuing claims brought by workers who had faced bias over their race or gender or other aspects of their identity. The Nike case—which suggested the company had discriminated against white employees—was a clear example of how the agency’s priorities had shifted under its current chair, Andrea Lucas.
A New York Times report revealed that the EEOC chose not to settle with Nike—a decision that could have major consequences for diversity programs in the workplace.
When the Equal Employment Opportunity Commission opened an investigation into Nike’s diversity practices, it was unusual for a number of reasons. The federal agency’s mission has long been to enforce anti-discrimination laws, which involved pursuing claims brought by workers who had faced bias over their race or gender or other aspects of their identity. The Nike case—which suggested the company had discriminated against white employees—was a clear example of how the agency’s priorities had shifted under its current chair, Andrea Lucas. Work Life
