On November 24, 2025, HR Dive quoted Emily Keimig on updated EEOC guidelines and enforcement priorities for employers.
According to the article, the EEOC has resumed full operations following the government shutdown and is focusing on clearing its backlog while refining its enforcement priorities. The agency is emphasizing closer review of employer practices, including diversity and inclusion programs, to ensure compliance with nondiscrimination laws. Employers are encouraged to audit their policies and remain proactive as the EEOC’s focus areas evolve.
Commenting on specific proactive measures, Keimig noted that “employers should revisit DEI programs that spell out particular groups based on characteristics such as race, sex or national origin—specifically those that aim to increase representation thereof—as these are likely to be challenged by the EEOC.”
Remarking further, Keimig said that “the next steps employers take with respect to these programs may vary, but HR can start by defining what the goal and intent of a particular program is and working backwards to determine how the organization can achieve those aims in a way that is unlikely to be seen as discriminatory,” she said.
Click here to access the article.