Description

Diversity, Equity, and Inclusion (DEI) has been a focus of many U.S. corporations, healthcare institutions, education, for-profit, and non-profit organizations since the Civil Rights Act.  That said, historical events have created labor rights, gender rights, disability rights, and others that have pushed for a more diverse workforce.  Diversity, Equity, and Inclusion have not been clearly defined by this administration and are not defined by Title VII of the Civil Rights Act of 1964.  DEI, however, currently defined, does not change discrimination and harassment civil rights law, but raises issues related to disparate impact. The Equal Employment Opportunity Commission (EEOC) and the Department of Justice (DOJ) will work in tandem to lead Trump’s EO compliance.  EO is an expression of the Executive Branch policy, andthe administration does not recognize claims of conduct investigations, administrative enforcement actions, or litigation based on disparate impact. 

Learning Objectives:-

• Identify what Trump’s EO tells federal agencies about influencing civil rights enforcement
• To define the Disparate Impact theory
• To differentiate between disparate impact and disparate treatment
• To discuss how DEI policies, practices, and programs may be unlawful
• To list the steps employees need to take if they experience discrimination related to DEI at work

• HR Professionals
• Compliance Officers
• Legal Counsel
• Diversity & Inclusion Officers
• Federal Contractors
• Corporate Executives
• Civil Rights Advocates
• Government Agency Staff
• Employee Relations Managers
• Organizational Development Leaders.