A couple of weeks ago, the EEOC Chair, Andrea Lucas posted a video asking white males if they have suffered discrimination. If so, please report it to the EEOC. See NBC news report here. This is very unusual behavior for the EEOC. For decades, the EEOC has branded itself as neutral, not favoring employee or employer. See the NBC news report in which one former Commissioner of the EEOC states flatly the role of the EEOC has never been to seek out discrimination victims. But, this video clearly does seek to help employees. Taking sides makes any investigation conducted by the EEOC very problematic.

Anti-White Discrimination Claims Are Rare

Too, it is just odd the EEOC would seek white male discrimination. There is just not a lot of white male discrimination happening out there in corporate America. In some 30 years representing victims of discrimination, I have received at the most three phone calls complaining about possible anti-white discrimination. One of those calls resulted in a lawsuit. We lost that lawsuit on a motion for summary judgment, but that is a different story. All my colleagues who represent employees in other cities all report the same experience: there is just not much anti-white discrimination. But, absolutely, it does occur.

We know Ms. Lucas from her appointment as Chair. She promised then to “root out” unlawful DEI-inspired race and sex discrimination. See my prior post about her comments here. After this latest video by Ms. Lucas, I posted a comment on Twitter/X stating my experience that there is just next to no anti-white discrimination out there. Many folks objected to my comment. But, none pointed to any studies or anecdotal evidence to refute my post.

The problem with soliciting discrimination claims is that any such investigation will be viewed with skepticism by any employer. Isn’t that conventional wisdom, that if you look for something, you will find it? Ms. Lucas has seriously undermined the investigative role of the EEOC regarding these sorts of discrimination claims.