The EEOC’s investigation and subpoena sought information related to these allegations, with some requests going back to 2018. Information sought included criteria used in selecting employees for layoffs; information related to the company’s tracking and use of worker race and ethnicity data, including as a factor in setting executive compensation; and information about 16 programs which allegedly provided race-restricted mentoring, leadership, or career development opportunities. When the company failed to produce all the information sought by the subpoena, the agency filed an enforcement action in federal court.

The EEOC’s investigation and subpoena sought information related to these allegations, with some requests going back to 2018. Information sought included criteria used in selecting employees for layoffs; information related to the company’s tracking and use of worker race and ethnicity data, including as a factor in setting executive compensation; and information about 16 programs which allegedly provided race-restricted mentoring, leadership, or career development opportunities. When the company failed to produce all the information sought by the subpoena, the agency filed an enforcement action in federal court.

Nike is under federal investigation for discriminating against White workers.

The US Equal Employment Opportunity Commission (EEOC) is probing Nike for discriminating against Whites with its DEI programs.

“When there are compelling indications, including corporate admissions in extensive public materials, that an employer’s Diversity, Equity, and Inclusion-related programs may violate federal prohibitions against race discrimination or other forms of unlawful discrimination, the EEOC will take all necessary steps—including subpoena enforcement actions—to ensure the opportunity to fully and comprehensively investigate,” said EEOC Chair Andrea Lucas.

Press release from the EEOC:

“Title VII’s prohibition of race-based employment discrimination is colorblind and requires the EEOC to protect employees of all races from unlawful employment practices. Thanks to President Trump’s commitment to enforcing our nation’s civil rights laws, the EEOC has renewed its focus on evenhanded enforcement of Title VII,” Lucas said.

Nike claimed they are committed to “fair and lawful employment practices.”

The U.S. Equal Employment Opportunity Commission (EEOC) announced today that the federal agency filed an action in federal court to compel NIKE, Inc. to produce information related to allegations that the company discriminated against white workers, including as a result of NIKE’s Diversity, Equity, and Inclusion-related 2025 Targets and other DEI-related objectives.

According to the EEOC’s court filing, the agency is investigating systemic allegations of DEI-related intentional race discrimination, specifically that NIKE may have engaged in “a pattern or practice of disparate treatment against white employees, applicants and training program participants in hiring, promotion, demotion, or separation decisions, including selection for layoffs; internship programs; and mentoring, leadership development and other career development programs.”

The EEOC’s investigation and subpoena sought information related to these allegations, with some requests going back to 2018. Information sought included criteria used in selecting employees for layoffs; information related to the company’s tracking and use of worker race and ethnicity data, including as a factor in setting executive compensation; and information about 16 programs which allegedly provided race-restricted mentoring, leadership, or career development opportunities. When the company failed to produce all the information sought by the subpoena, the agency filed an enforcement action in federal court.

According to the EEOC’s court filing, the agency is investigating systemic allegations of DEI-related intentional race discrimination, specifically that NIKE may have engaged in “a pattern or practice of disparate treatment against white employees, applicants and training program participants in hiring, promotion, demotion, or separation decisions, including selection for layoffs; internship programs; and mentoring, leadership development and other career development programs.”

Cristina Laila, Gateway Pundit