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across the country in several ways: Private companies that have federal contracts face losing continued business from the government if they are determined to not follow the new anti-DEI agenda. Reviews are underway, but organizations are unsure of the new standards. They wonder if they are adjusting enough or appropriately to avoid the backlash. Employers that are designated as exempt from corporate taxation (so-called tax-exempts) could face a reappraisal of their status because the regime is using the Internal Revenue Service to help promote its anti-DEI initiative. If organizations continue certain programs that are deemed not in accordance with the administration, they could have their tax-exempt status revoked. Employers are being sued for developing diversity, equality, and inclusion programs that appear to cross a new discriminatory line in their hiring and in limiting promotional opportunities for non-minorities. Plaintiffs, as well as the Justice Department, are using the Civil Rights Act as justification for filing suits
While civil rights and equal employment opportunity (EEO) are codified as federal law, having a DEI program per se was never legally required by the government—only endorsed under previous administrations.
Vectors of Exposure The principal that there should be no favoritism in hiring and help with career development is the foundation of the Trump Administration’s approach to rid all U.S. employers of having to address inequities through such DEI programs. While civil rights and equal employment opportunity (EEO) are codified as federal law, having a DEI program per se was never legally required by the government— only endorsed under previous administrations. The current U.S. regime’s aggressive approach to ferreting out “ ideological dogmas such as DEI ” has manifested itself
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GLOBAL PAYROLL MAGAZINE ISSUE 15
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