Ep120: Updates from the EEOC - Lawful DEI in the Trump Era

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The Trump Administration has signed a flurry of executive orders - some of which have direct impacts on the workplace. It’s critical, now more than ever, to pay attention to changes and updates that are coming your way. In today’s episode, Chuck and John review some new documents released by the EEOC that are providing clearer guidance around how to legally approach DEI in the workplace. Andrea Lucas, the EEOC Acting Chair, released 11 Tips for Lawful DEI, listed below:

1. Audit Job Descriptions – Cut unnecessary degree or experience requirements.
2. Audit Ads and Interviews – Keep questions and language neutral.
3. Standardize Interviews – Use consistent scoring and avoid vague “fit” questions.
4. Formalize Promotions – Structure the process so everyone understands how to advance.
5. Inclusive Mentorship – Don’t limit opportunities by race or gender.
6. Universal Leadership Training – Offer to all eligible employees.
7. Support First-Gen Pros – Help those new to professional fields (a neutral group).
8. Individualized Training – Base it on job role, not race or gender.
9. Privileged Audits – Use private internal audits to spot issues.
10. Broaden Recruitment – Widen your outreach—no quotas.
11. Rethink Culture – Address policies that unintentionally exclude (e.g., overtime, inflexibility).

In the HR News segment, the team touches on the following topics and more:

• Bumblebee (you may know them from the can of tuna in your pantry) is getting sued for practices on fishing boats provided by the company under the American Trafficking Act. How will this impact other US-based companies with international employees?
• A welder with a reasonable accommodation related to diabetes had his request declined. Now it’s in the courts. Remember to approach your accommodation requests with a reasonable mindset and train your managers to not fall into easy traps that can cost the company a serious fine.
• A recent Gallop poll looks into why Americans are working less. Burnout could be

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The viewpoints expressed by the characters in the stories are not necessarily that of The Team at HR Stories. The stories are shared to present various, real-world scenarios and share how they were handled by policy and, at times, law. Chuck and John are not lawyers and always recommend working with an employment lawyer to address concerns.