EEOC Issues New Enforcement Plan for Fiscal Years 2025-2029

Short summary

EEOC issued a revised 2025-2029 enforcement plan shifting priorities from disparate impact to disparate treatment claims, emphasizing protection for all races and genders including white males. The agency will pursue DEI-related discrimination cases and challenge voluntary affirmative action programs. DOJ simultaneously ruled disparate impact theory unconstitutional, requiring employers to urgently review hiring, promotion, and benefits policies for compliance.

• •EEOC prioritizing disparate treatment over disparate impact in enforcement
• •New focus on pursuing DEI-related discrimination and affirmative action cases
• •Employers must review hiring, benefits, and promotion policies immediately for compliance

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