A recent decision from the U.S. Court of Appeals for the Seventh Circuit highlights an important distinction for public employers defending challenges to DEI-related initiatives. That is, opposition to DEI does not automatically establish a viable Title VII claim, but constitutional claims may present different considerations.
Title VII Claims
In Spengler v. Cooperative Educational Service Agency 7, decided on July 8, 2026, the Seventh Circuit affirmed summary judgment against a Wisconsin public school employee who alleged she was demoted and reassigned to a lower-paying position after refusing to adopt her employer’s “equity mindset.” The employee—a white teacher—asserted claims for race discrimination and retaliation under Title VII, arguing that she opposed what she viewed as discriminatory DEI practices.
The court concluded that the record did not support her Title VII claims. According to the Seventh Circuit, the evidence showed that the employer’s expectations regarding the “… Read the complete article here...
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