By: New England Biz Law Update staff December 23, 2025The chair of the Equal Employment Opportunity Commission (EEOC) has publicly encouraged white male employees who believe they have experienced discrimination to file complaints, emphasizing that federal anti-discrimination laws protect all workers, regardless of race or gender.In recent public remarks, the EEOC’s leadership stressed that Title VII of the Civil Rights Act prohibits discrimination against any protected group and that claims alleging bias against majority-group employees are entitled to the same consideration as other discrimination charges.The statements come amid broader scrutiny of workplace diversity, equity, and inclusion initiatives and reflect a shift in how the agency is framing its enforcement priorities.While the remarks do not change the law or formal EEOC guidance, they signal how the agency may approach charge intake, investigations, and enforcement decisions going into 2026.
I was in charge of hiring for my department before I retired... I always picked the best person for the job. Period!
Equal Employment Opportunity Commission (EEOC) Chair Andrea Lucas recently asked her followers a question on the social network X: "Are you a white male who has experienced discrimination at work based on your race or sex? You may have a claim to recover money under federal civil rights laws."Her post signals a shift in the EEOC's enforcement priorities. With the recent confirmation of Commissioner Brittany Panuccio, Chair Lucas now commands a quorum—the minimum three out of five commissioners required to vote on litigation, rule-making, and guidance."The EEOC is committed to identifying, attacking, and eliminating ALL race and sex discrimination — including against white male employees and applicants," Lucas added.While Title VII’s underlying text has not changed, the legal framework governing discrimination claims is evolving, especially in light of recent Supreme Court decisions that are focusing on the text of Title VII to render decisions. Following the Supreme Court’s recent unanimous decision in Ames v. Ohio Department of Youth Services, which settled a circuit split and held that plaintiffs from majority groups — those who are not traditionally believed to be disadvantaged — need not overcome artificial procedural barriers to obtain Title VII’s protections against discrimination. The EEOC's message further suggests that all discrimination claims will be scrutinized, regardless of the claimant's background.
They say to look for patterns. The Trump administration has consistently shifted from protecting minority groups from discrimination to reframing discrimination as something happening to the majority, especially white Americans.
Does reverse discrimination exist? Yes. But it is nowhere near as common as discrimination against minorities.
Trump issued executive orders restricting DEI training in federal agencies and among contractors. In Trump’s rhetoric, anti-racism is portrayed as discrimination, and equity is portrayed as an unfair advantage—in Trump’s upside-down world.
Trump has dismissed racism as exaggerated or even a “hoax.” He exaggerates violence at protests, emphasizing crime, riots, and a lack of “law and order” when racial justice protests occur. He uses executive orders to attack minorities and to villainize the trans community.
He is attempting to reframe discrimination itself as a weapon for white supremacy.
Who does the government now imagine as the primary victim of discrimination?
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