Quick Hits

• Some companies are reconsidering and even cancelling cultural celebrations, acknowledgements, and activities, such as Pride Month activities, in response to increased scrutiny from the new administration.
• Employers should be mindful of the EEOC’s technical assistance focused on DEI titled “What You Should Know About DEI-Related Discrimination at Work,” which previews the EEOC’s position on certain DEI initiatives and potential rights and claims under Title VII of the Civil Rights Act of 1964 related to DEI initiatives.
• Employers considering cultural celebrations may also want to consider factors such as their budgets; economic uncertainty; which sponsorships and celebrations to choose and why; whether they will use federal funds to pay for these activities and the potential legal and contractual implications if they do; the takeaways and potential optics impacting the organization’s employees, customers, and stakeholders; and whether a visible partnership exposes the organization to consequences outside of the company’s current risk tolerance.

The Impact of EO 14173 for Pride Month and Beyond

EO 14173, which President Trump signed on January 21, 2025, has introduced significant changes for organizations doing business with or receiving money from the federal government. The order mandates that these organizations certify that they do not operate DEI programs that violate federal antidiscrimination laws. This certification is now a material term for purposes...

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