Key Takeaways:
The EEOC's new National Enforcement Plan reinforces a broader federal shift away from expansive disparate impact theories and toward claims involving intentional discrimination and disparate treatment.
The EEOC intends to leverage recent Supreme Court decisions—including Ames, Muldrow, Bostock, and Groff—to shape future Title VII enforcement.
The NEP identifies employment practices involving diversity, equity, inclusion, and belonging (DEIB) initiatives as a potential area of enforcement focus, particularly where such programs may influence hiring, promotion, or other employment opportunities based on protected characteristics.
On June 4, 2026, the EEOC adopted a new National Enforcement Plan (NEP) that signals a shift in agency litigation priorities. The plan is another indication of a broader change in the federal government's approach to employment discrimination enforcement—away from expansive disparate impact theories and toward claims involving intentional… Read the complete article here...
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