Nike Faces US Investigation Over Claims Its Diversity Policies Hurt White Workers
Nike is now the focus of a US government investigation over allegations that its workplace diversity efforts have crossed the line into discrimination against white employees.
The Equal Employment Opportunity Commission (EEOC) confirmed it is seeking years of internal Nike records after claiming the company didn’t fully comply with earlier requests for information. The agency is looking into whether Nike followed a pattern of unfair treatment toward white workers, job applicants, interns, and people involved in training or leadership programs.
According to court filings, the EEOC wants documents dating back to 2018, including details on hiring, promotions, layoffs, mentoring programs, and how race and ethnicity data may have been used — even in decisions tied to executive compensation. The agency is also asking for information about employees considered during Nike’s 2024 job cuts.
Nike says it’s cooperating and strongly denies any wrongdoing. The company called the investigation by the EEOC “surprising and unusual” and said it has already handed over thousands of pages of documents. In a statement, Nike said it is “committed to fair and lawful employment practices” and believes its programs follow anti-discrimination laws.
The investigation traces back to a 2024 complaint filed by America First Legal, a conservative group founded by Trump adviser Stephen Miller. The group has made rolling back diversity, equity, and inclusion (DEI) a central goal.
The case also reflects a broader shift in priorities under President Donald Trump’s administration. Trump has repeatedly criticized DEI initiatives, arguing they amount to “reverse discrimination.” Since returning to office, he has signed orders aimed at eliminating “radical” equity programs across the federal government and among federal contractors.
EEOC chair Andrea Lucas, who was appointed by Trump, has been outspoken about her belief that US civil rights law is “colorblind.” She said the agency will act when there are signs that diversity programs may violate federal law, adding that “Title VII’s prohibition of race-based employment discrimination is colorblind and requires the EEOC to protect employees of all races from unlawful employment practices.”
Under Lucas, the EEOC has encouraged white men to bring forward discrimination complaints and has questioned whether some common corporate DEI programs are legal. The Nike case is one of the most high-profile examples of that approach so far.
Critics say the agency is losing focus. Michael Foreman, a civil rights law professor at Penn State Dickinson Law, described the Nike investigation as part of a political agenda, arguing that discrimination affecting minority groups is being sidelined.
The EEOC has taken similar action against other companies, including Northwestern Mutual Life Insurance, as it pushes companies to justify their diversity-related practices.
For Nike, the fight is far from over. The company insists it will continue working with regulators, but the case puts one of America’s most recognizable brands at the center of a growing national battle over how far workplace diversity efforts should go.
