Free Webinar - DEI, Reverse Discrimination, and EEOC Enforcement: What HR Should Review Now

                                Scroll to the bottom to watch the entire 20 mins explainer

Overview

DEI programs remain an important part of workplace culture, but HR teams now need to look more carefully at how those programs are designed, documented, and applied. Recent EEOC and DOJ enforcement activity has placed new attention on whether employment practices labeled as DEI may still create Title VII risk when race, sex, ethnicity, religion, national origin, or another protected trait influences workplace opportunities.

This free webinar explains the issue in practical HR terms. It is not a debate about whether inclusion is good or bad. The real question is whether hiring, promotions, mentoring, training, employee resource groups, leadership programs, compensation, layoffs, or other workplace opportunities are being handled in a way that treats individuals differently because of a protected characteristic.

The session breaks down what “reverse discrimination” means, why Title VII protects individuals across all groups, and how HR can continue supporting inclusion while avoiding exclusion, quotas, restricted access, risky manager language, and poorly documented decision-making. The focus is simple: keep inclusion efforts open, neutral, job-related, and defensible.

What This Free Webinar Covers

• Why EEOC attention has shifted toward DEI-related discrimination risk
• What reverse discrimination means in everyday workplace language
• How Title VII applies when an employee or applicant claims they were treated differently because of race, sex, religion, national origin, or another protected trait
• Why DEI language does not protect an employment decision if a protected trait influenced the outcome
• How recent federal contractor changes have affected the compliance landscape
• Where HR should look for risk in hiring, promotions, leadership programs, training, mentoring, internships, ERGs, networking events, compensation, bonuses, and layoffs
• Real-world examples involving promotions, mentoring access, training, affinity groups, and employer-sponsored networking opportunities
• How to separate allegations, settlements, agency findings, and final legal conclusions when reviewing public cases
• Why manager comments, emails, promotion notes, demographic goals, training materials, and selection records can become important evidence
• How HR can reduce risk through open access, neutral criteria, job-related selection standards, careful wording, and strong documentation
• What HR leaders, HRBPs, recruiters, L&D teams, DEI teams, payroll, compensation, compliance, and legal should review now
• A practical audit question HR can use across DEI-related programs: does this program give or deny an employment opportunity because of a protected trait?

Who Will Benefit?

This free session is designed for HR and workplace professionals who are responsible for designing, reviewing, approving, documenting, or managing DEI-related programs, employee opportunities, and EEO compliance practices. Those include:

• HR Directors/HR Managers
• HR Business Partners/Employee Relations Professionals
• Talent Acquisition Leaders/Recruiters
• DEI Program Managers/Learning and Development Professionals
• Training Managers/Compensation and Benefits Professionals
• Payroll Leaders involved in bonus or incentive administration
• Compliance Officers/In-house Counsel
• Employment Law Advisors/Federal Contractor Compliance Teams
• Operations Managers/People Leaders
• Business Owners
• Executives responsible for workplace policy and risk oversight

Watch the entire 20 mins explainer here: