On June 4, 2026, the Equal Employment Opportunity Commission (EEOC) issued a revised National Enforcement Plan (NEP). The NEP sets forth the agency’s enforcement agenda and supersedes (and starkly departs from) the 2024-2028 Strategic Enforcement Plan. (That departure comes as no surprise given that, in December 2025, the agency, through an X post by its Chair Andrea Lucas, announced a focus on pursuing claims brought by what was previously considered the “majority” versus “minority,” and called on white males who believed they had experienced discrimination to come forward.)

This NEP emphasizes that the EEOC mission is to protect workers of all races and genders, including white male employees and applicants. The agency further stated that it will prioritize claims of disparate treatment over disparate impact, stating that disparate treatment claims “inherently are more egregious than unintentional disparities between groups of employees which arise from an employer’s neutral policies or practices.”

As part of that goal, the NEP further lists these potential violations among its priorities:

1. Discriminatory practices based on a protected characteristic, including hiring and companywide policies that have mass disparate treatment and/or systemic harassment;
2. Intentional discrimination from broad policies, programs, or practices, including race or sex-based quotas calling out “aspirational goals” or otherwise incentivizing or prioritizing races or genders in making...

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