{"id":7959,"date":"2025-03-27T22:15:24","date_gmt":"2025-03-27T22:15:24","guid":{"rendered":"https:\/\/www.brightmine.com\/us\/?post_type=resources&#038;p=7959"},"modified":"2026-06-23T11:06:39","modified_gmt":"2026-06-23T16:06:39","slug":"the-new-landscape-of-eeo-affirmative-action-and-dei","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/inclusion-belonging\/the-new-landscape-of-eeo-affirmative-action-and-dei\/","title":{"rendered":"The new landscape of EEO, Affirmative Action and DEI"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<div class=\"wp-block-columns is-not-stacked-on-mobile lnrs-hide-block-on-desktop is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-container-core-column-is-layout-b15f4bf2 wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\">\n<p class=\"\">Written by: <\/p>\n\n\n<div style=\"font-style:normal;font-weight:500;\" class=\"has-link-color wp-elements-396749221673b8ac7695565b15cd4cd4 wp-block-post-author-name\"><a href=\"https:\/\/www.brightmine.com\/us\/author\/emily-scace\/\" target=\"_self\" class=\"wp-block-post-author-name__link\">Emily Scace<\/a><\/div><\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-container-core-column-is-layout-b15f4bf2 wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<div class=\"wp-block-group lnrs-hide-block-on-desktop is-content-justification-right is-nowrap is-layout-flex wp-container-core-group-is-layout-89f4e36b wp-block-group-is-layout-flex\" style=\"padding-top:10px;padding-left:10px\">\n<p style=\"font-style:normal;font-weight:500\" class=\"\">Share<\/p>\n\n\n<div class=\"addtoany_shortcode\"><div class=\"a2a_kit a2a_kit_size_28 addtoany_list\" data-a2a-url=\"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/inclusion-belonging\/the-new-landscape-of-eeo-affirmative-action-and-dei\/\" data-a2a-title=\"The new landscape of EEO, Affirmative Action and DEI\"><a class=\"a2a_button_linkedin\" href=\"https:\/\/www.addtoany.com\/add_to\/linkedin?linkurl=https%3A%2F%2Fwww.brightmine.com%2Fus%2Fresources%2Fhr-strategy%2Finclusion-belonging%2Fthe-new-landscape-of-eeo-affirmative-action-and-dei%2F&amp;linkname=The%20new%20landscape%20of%20EEO%2C%20Affirmative%20Action%20and%20DEI\" title=\"LinkedIn\" rel=\"nofollow noopener\" target=\"_blank\"><\/a><a class=\"a2a_button_x\" href=\"https:\/\/www.addtoany.com\/add_to\/x?linkurl=https%3A%2F%2Fwww.brightmine.com%2Fus%2Fresources%2Fhr-strategy%2Finclusion-belonging%2Fthe-new-landscape-of-eeo-affirmative-action-and-dei%2F&amp;linkname=The%20new%20landscape%20of%20EEO%2C%20Affirmative%20Action%20and%20DEI\" title=\"X\" rel=\"nofollow noopener\" target=\"_blank\"><\/a><a class=\"a2a_button_facebook\" href=\"https:\/\/www.addtoany.com\/add_to\/facebook?linkurl=https%3A%2F%2Fwww.brightmine.com%2Fus%2Fresources%2Fhr-strategy%2Finclusion-belonging%2Fthe-new-landscape-of-eeo-affirmative-action-and-dei%2F&amp;linkname=The%20new%20landscape%20of%20EEO%2C%20Affirmative%20Action%20and%20DEI\" title=\"Facebook\" rel=\"nofollow noopener\" target=\"_blank\"><\/a><a class=\"a2a_button_email\" href=\"https:\/\/www.addtoany.com\/add_to\/email?linkurl=https%3A%2F%2Fwww.brightmine.com%2Fus%2Fresources%2Fhr-strategy%2Finclusion-belonging%2Fthe-new-landscape-of-eeo-affirmative-action-and-dei%2F&amp;linkname=The%20new%20landscape%20of%20EEO%2C%20Affirmative%20Action%20and%20DEI\" title=\"Email\" rel=\"nofollow noopener\" target=\"_blank\"><\/a><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<p class=\"\">Two months into the second <a href=\"\/us\/resources\/hr-compliance\/employment-law-updates\/\">Trump administration<\/a>, <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/\">employment discrimination<\/a> law may never look the same. From ending most affirmative action requirements for federal contractors to cracking down on <a href=\"\/us\/resources\/hr-strategy\/inclusion-belonging\/\">diversity, equity and inclusion (DEI) initiatives<\/a>, the administration has aimed its actions squarely at upending equal employment opportunity (EEO) norms.<\/p>\n\n\n\n<p class=\"\">Amid this new landscape, many employers are uncertain about the current state of the law, wondering what has and has not changed, and looking for clarity about how to respond.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"eeo-is-still-the-law\">EEO: Still the law<\/h2>\n\n\n\n<p class=\"\">Federal laws that apply to most employers prohibit employment discrimination based on various protected characteristics. The major federal antidiscrimination laws include:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\"><strong>Title VII of the Civil Rights Act of 1964<\/strong>. Title VII applies to employers with 15 or more employees and prohibits discrimination based on race, color, sex (including pregnancy, sexual orientation and gender identity), religion and national origin.<\/li>\n\n\n\n<li class=\"\"><strong>Age Discrimination in Employment Act (ADEA)<\/strong>. The ADEA applies to employers with 20 or more employees and prohibits age-based discrimination against workers 40 and older.<\/li>\n\n\n\n<li class=\"\"><strong>Americans with Disabilities Act (ADA)<\/strong>. The ADA applies to employers with 15 or more employees. It prohibits discrimination against qualified individuals with disabilities and requires reasonable accommodation.<\/li>\n\n\n\n<li class=\"\"><strong>Equal Pay Act (EPA)<\/strong>. The EPA applies to virtually all employers and prohibits sex-based pay discrimination.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-pullquote has-text-align-left\"><blockquote><p>&#8220;Shifts in messaging from the EEOC do not alter an employer&#8217;s duty to provide a workplace free from discrimination and harassment..&#8221;<\/p><\/blockquote><\/figure>\n\n\n\n<p class=\"\">All of these laws are still in force, and employers&#8217; compliance obligations under them have not changed.<\/p>\n\n\n\n<p class=\"\">What <em>has<\/em> changed are the enforcement postures and legal interpretations under the current leadership of the Equal Employment Opportunity Commission (EEOC). For example, the EEOC has radically changed its position on <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/eeoc-orders-review-of-lgbtq-discrimination-claims\/\">gender identity discrimination<\/a> and harassment, reversing its earlier stance on issues including bathroom access, names and pronouns. The agency has also signaled increased receptiveness to claims of so-called reverse discrimination &#8211; discrimination against individuals in a majority group. Recent statements have warned employers about national origin discrimination against American workers and &#8220;unlawful DEI-motivated race and sex discrimination.&#8221;<\/p>\n\n\n\n<p class=\"\">But these shifts in messaging from EEOC leadership do not alter employers&#8217; duty to provide a workplace free from discrimination and harassment. Employers should not change course, but should continue to prioritize equal opportunity and a foster culture of respect for all.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"affirmative-action-ends\">Affirmative Action: The end of an era<\/h2>\n\n\n\n<p class=\"\">Federal employment discrimination laws are written broadly, and they generally do not specify how employers should go about preventing and eliminating unlawful discrimination.<\/p>\n\n\n\n<p class=\"\">By contrast, federal contractors have had to follow detailed antidiscrimination requirements since 1965. As a condition of receiving federal money, employers needed to implement a slate of actions, from recordkeeping to written plans to pay equity measures. These requirements stemmed from Executive Order (EO) 11246, which required covered contractors to take affirmative action with regard to race, color, religion and national origin. (Sex, sexual orientation and gender identity were added later.)<\/p>\n\n\n\n<p class=\"\">The Office of Federal Contract Compliance Programs (OFCCP), the federal agency responsible for overseeing compliance, regularly conducted audits of affirmative action programs, and employers that fell short could face the loss of their contracts.<\/p>\n\n\n\n<p class=\"\">But with the stroke of a pen, President Trump upended this long-standing regime. On January 21, <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/employment-law-updates\/trump-executive-orders-2025-quick-reference-chart\/#DEI-executive-orders\">EO 14173<\/a>, Ending Illegal Discrimination and Restoring Merit-Based Opportunity, revoked EO 11246. The OFCCP was directed to immediately stop holding contractors responsible for compliance with affirmative action requirements based on race, color, sex, sexual orientation, religion and national origin. (Affirmative requirements for disability and protected veteran status remain in effect.)<\/p>\n\n\n\n<p class=\"\">Federal contractors may continue to comply with the revoked requirements for 90 days from the date of the order &#8211; until April 21, 2025. Some states and localities have their own <a href=\"https:\/\/hrcenter.us.brightmine.com\/employment-law-guide\/affirmative-action-federal\/2308\/\" target=\"_blank\" rel=\"noreferrer noopener\">affirmative action<\/a> requirements for contractors, which remain in effect.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"dei-shifting-landscape\">DEI: A shifting landscape<\/h2>\n\n\n\n<p class=\"\">The same executive order that eliminated most affirmative action requirements contains a series of provisions targeting DEI programs. Federal agencies are directed to investigate publicly traded corporations, large nonprofit corporations and other organizations for so-called &#8220;illegal DEI and DEIA policies&#8221; and programs. Federal contractors will be required to certify that they do not operate &#8220;any programs promoting DEI that violate any applicable federal anti-discrimination laws.&#8221;<\/p>\n\n\n\n<p class=\"\">A new technical assistance document sheds some light on what the EEOC considers to be &#8220;illegal DEI.&#8221; According to the <a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-compliance\/discrimination\/eeoc-issues-guidance-on-illegal-dei\/\">guidance<\/a>, a DEI initiative may be unlawful under Title VII of the Civil Rights Act of 1964 if it &#8220;involves an employer\u2026taking an employment action motivated \u2014 in whole or in part \u2014 by race, sex, or another protected characteristic.&#8221; An employee only needs to show some employment-related injury or harm to have a potential discrimination claim, the guidance states.<\/p>\n\n\n\n<p class=\"\">The prohibition against employment actions motivated by race, sex or another protected characteristic is nothing new. But the interpretation of Title VII&#8217;s basic command as barring many employer DEI programs represents a significant shift.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\">So, should employers abandon DEI? <\/h3>\n\n\n\n<p class=\"\">Not so fast. If an employer&#8217;s DEI strategy involves quotas or bases employment decisions on race, sex or another protected characteristic, it was already illegal. But many initiatives, such as recruiting from diverse sources, ensuring accessibility and improving pay equity are good ways to mitigate the risk of discrimination claims.<\/p>\n\n\n\n<p class=\"\">Certain types of programs are likely to receive more scrutiny. The EEOC cautions that the following DEI-related initiatives, among others, could constitute unlawful discrimination if based on a protected characteristic:<\/p>\n\n\n\n<ul class=\"wp-block-list is-style-brightmine-list-item-spacing-small\">\n<li class=\"\">Access to or exclusion from training (including leadership development programs), mentoring, sponsorship or workplace networking<\/li>\n\n\n\n<li class=\"\">Selection for internships, including fellowships or summer associate programs<\/li>\n\n\n\n<li class=\"\">Limiting membership in employee resource groups (ERGs) and similar affinity groups to individuals with certain protected characteristics<\/li>\n\n\n\n<li class=\"\">Selection for interviews, including placement or exclusion from a candidate slate or pool<\/li>\n<\/ul>\n\n\n\n<p class=\"\">Employers wondering how to proceed with their DEI initiatives should seek legal counsel. Much depends on the specifics of an employer&#8217;s programs and policies. But the bottom line seems to be that DEI activities should aim to include rather than exclude and open opportunities to all rather than limit some opportunities to certain groups.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-a2154df2 wp-block-group-is-layout-flex\" style=\"padding-top:10px;padding-left:10px\">\n<p style=\"font-style:normal;font-weight:500\" class=\"\">Share<\/p>\n\n\n<div class=\"addtoany_shortcode\"><div class=\"a2a_kit a2a_kit_size_28 addtoany_list\" data-a2a-url=\"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/inclusion-belonging\/the-new-landscape-of-eeo-affirmative-action-and-dei\/\" data-a2a-title=\"The new landscape of EEO, Affirmative Action and DEI\"><a class=\"a2a_button_linkedin\" href=\"https:\/\/www.addtoany.com\/add_to\/linkedin?linkurl=https%3A%2F%2Fwww.brightmine.com%2Fus%2Fresources%2Fhr-strategy%2Finclusion-belonging%2Fthe-new-landscape-of-eeo-affirmative-action-and-dei%2F&amp;linkname=The%20new%20landscape%20of%20EEO%2C%20Affirmative%20Action%20and%20DEI\" title=\"LinkedIn\" rel=\"nofollow noopener\" target=\"_blank\"><\/a><a class=\"a2a_button_x\" href=\"https:\/\/www.addtoany.com\/add_to\/x?linkurl=https%3A%2F%2Fwww.brightmine.com%2Fus%2Fresources%2Fhr-strategy%2Finclusion-belonging%2Fthe-new-landscape-of-eeo-affirmative-action-and-dei%2F&amp;linkname=The%20new%20landscape%20of%20EEO%2C%20Affirmative%20Action%20and%20DEI\" title=\"X\" rel=\"nofollow noopener\" target=\"_blank\"><\/a><a class=\"a2a_button_facebook\" href=\"https:\/\/www.addtoany.com\/add_to\/facebook?linkurl=https%3A%2F%2Fwww.brightmine.com%2Fus%2Fresources%2Fhr-strategy%2Finclusion-belonging%2Fthe-new-landscape-of-eeo-affirmative-action-and-dei%2F&amp;linkname=The%20new%20landscape%20of%20EEO%2C%20Affirmative%20Action%20and%20DEI\" title=\"Facebook\" rel=\"nofollow noopener\" target=\"_blank\"><\/a><a class=\"a2a_button_email\" href=\"https:\/\/www.addtoany.com\/add_to\/email?linkurl=https%3A%2F%2Fwww.brightmine.com%2Fus%2Fresources%2Fhr-strategy%2Finclusion-belonging%2Fthe-new-landscape-of-eeo-affirmative-action-and-dei%2F&amp;linkname=The%20new%20landscape%20of%20EEO%2C%20Affirmative%20Action%20and%20DEI\" title=\"Email\" rel=\"nofollow noopener\" target=\"_blank\"><\/a><\/div><\/div>\n<\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n\n\n\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:33.33%\"><div class=\"wp-block-avatar\"><img loading=\"lazy\" decoding=\"async\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/12\/06101413\/Emily-Scace-150x150.webp\" width=\"96\" height=\"96\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2024\/12\/06101413\/Emily-Scace.webp 2x\" alt=\"Emily Scace\" class=\"avatar avatar-96 wp-user-avatar wp-user-avatar-96 alignnone photo wp-block-avatar__image\" \/ style=\"border-top-left-radius:500px; border-top-right-radius:500px; border-bottom-left-radius:500px; border-bottom-right-radius:500px;\"><\/div><\/div>\n\n\n\n<div class=\"wp-block-column is-vertically-aligned-center is-layout-flow wp-container-core-column-is-layout-b15f4bf2 wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<p class=\"\">Written by: <\/p>\n\n\n<div style=\"font-style:normal;font-weight:500;\" class=\"has-link-color wp-elements-396749221673b8ac7695565b15cd4cd4 wp-block-post-author-name\"><a href=\"https:\/\/www.brightmine.com\/us\/author\/emily-scace\/\" target=\"_self\" class=\"wp-block-post-author-name__link\">Emily Scace<\/a><\/div><\/div>\n<\/div>\n\n\n\n<hr class=\"wp-block-separator has-text-color has-cararra-gray-color has-alpha-channel-opacity has-cararra-gray-background-color has-background is-style-wide\"\/>\n\n\n\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#eeo-is-still-the-law\">EEO: Still the law<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#affirmative-action-ends\">Affirmative Action: The end of an era<\/a><\/p>\n\n\n\n<p style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\" class=\"\"><a href=\"#dei-shifting-landscape\">DEI: A shifting landscape<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organization up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/us\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-efae2095 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-2bde9e6390e44658dd201574fe249b0f wp-block-brightmine-resources-filter has-text-color has-primary-black-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div 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class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Whitepapers<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/inclusion-belonging\/ada-essentials-unpacked-legal-insights-for-hrs-toughest-questions\/\">ADA essentials unpacked: Legal insights for HR\u2019s toughest questions<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Review answers from our internal legal experts to the top eight ADA questions from HR professionals just like &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a 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51-47 vote Tuesday, restoring the EEOC&#039;s quorum &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/inclusion-belonging\/ada-and-reasonable-accommodation-strategies-for-changing-times\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/3\/2025\/08\/18090237\/woman-in-office-on-phone-writing-in-notepad-featured.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Webinars<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/us\/resources\/hr-strategy\/inclusion-belonging\/ada-and-reasonable-accommodation-strategies-for-changing-times\/\">ADA and reasonable accommodation strategies for changing times<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">We discuss key aspects of ADA compliance, effective strategies to address accommodation requests and look at what changes &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n","protected":false},"excerpt":{"rendered":"<p>Amid the new landscape of EEO, affirmative action and DEI, many employers are uncertain about the current state of the law. This resource offers clarity and guidance on how to respond.<\/p>\n","protected":false},"author":28,"featured_media":7970,"comment_status":"closed","ping_status":"closed","template":"resource-author","categories":[56],"tags":[],"topic":[71,63,28],"class_list":["post-7959","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-c-and-i","topic-discrimination","topic-employment-law-updates","topic-inclusion-belonging"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.8 (Yoast SEO v27.8) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>The new landscape of EEO, Affirmative Action and DEI | Brightmine<\/title>\n<meta name=\"description\" content=\"This resource offers clarity and guidance on how to respond to recent changes in EEO, affirmative action and DEI.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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