Diversity, equity, and inclusion (DEI) programs have been a key part of corporate America for years, helping companies prevent discrimination, attract diverse talent, and comply with anti-discrimination laws. But now, some businesses are scaling back DEI efforts, citing political pressure, legal concerns, or budget cuts.
What does this mean for employees?
- Companies that eliminate DEI policies may be exposing themselves to more discrimination lawsuits.
- Rolling back DEI can unintentionally violate federal and state anti-discrimination laws.
- Courts may view these changes as evidence of bias, making it harder for companies to defend against claims.
At the Law Offices of Eric A. Shore, we represent workers in Pennsylvania and New Jersey who face wrongful termination, discrimination, and retaliation. Here’s how these changes could affect your workplace rights—and what to do if you think you’ve been treated unfairly.
DEI Rollbacks & Workplace Discrimination: What’s the Connection?
When companies eliminate or weaken DEI programs, they may also stop tracking pay equity, hiring diversity, or bias in promotions. This can create patterns of discrimination that go unnoticed—until someone files a lawsuit.
Example: What happens when a company stops conducting pay audits?
- Pay gaps between men and women widen, and no one is monitoring it.
- Employees of color start getting passed over for promotions at a higher rate.
- LGBTQ+ employees feel increasingly unwelcome and start leaving.
Under Title VII of the Civil Rights Act, the Equal Pay Act, and other federal and state laws, employers are legally required to prevent discrimination—even if they no longer have a formal DEI program.
- If you’ve been overlooked for a promotion, paid unfairly, or fired after raising concerns, you may have a legal case.
What Employers May Not Realize: Legal Risks of Cutting DEI
Some companies assume getting rid of DEI policies will reduce legal risk, but it could do the opposite:
- Courts could see it as evidence of bias.
If an employee files a discrimination claim, a company’s decision to roll back DEI efforts could be used as evidence of intent to discriminate. - Employees may file more lawsuits.
If bias goes unchecked, more employees may speak out, file complaints, or take legal action. - Failure to track diversity data can backfire.
Without DEI policies, companies lose a key defense against discrimination claims.
Have You Experienced Discrimination at Work? Here’s What to Do.
If you suspect discrimination or retaliation, taking action early is critical:
- Document Everything – Keep emails, performance reviews, pay stubs, and any questionable comments from management.
- File a Complaint – Report the discrimination to HR or the Equal Employment Opportunity Commission (EEOC).
- Don’t Quit Right Away – Talk to a lawyer first. Leaving on your own could impact your legal options.
- Consult an Attorney – Wrongful termination and workplace discrimination cases require strong legal strategy.
If your employer is making changes that impact diversity, fairness, or your ability to advance, it’s important to know your rights.
How the Law Offices of Eric A. Shore Can Help
At the Law Offices of Eric A. Shore, we fight for workers in Pennsylvania and New Jersey who’ve faced:
- Wrongful Termination – Fired for unfair reasons? We can help.
- Discrimination – Denied opportunities because of race, gender, age, or disability? We’ll fight for you.
- Retaliation – Spoke up and got punished for it? That’s illegal.
We offer free consultations—so if you’re wondering whether you have a case, let’s talk.
- Call 1-800-CANT-WORK
- Email contact@ericshore.com
- Visit www.1800CantWork.com
Your job should be based on your skills and performance—not bias or outdated policies. If you think your rights have been violated, we’re here to help.
