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Key Takeaways ;New Report Reveals Who Lacks Access to Retirement Savings; ;Citigroup Cuts Some Executive Bonus Payouts; ;John Deere Investors Reject Anti-DEI Proposal; ;Audi to Cut 7,500 Jobs by 2029; NEW!

District Court for the District of Maryland: Issued a preliminary injunction on Feb. 21 that blocked core parts of the anti-DEI EOs, ruling the Trump administration overstepped Constitutional boundaries and used overly vague terms (in particular, the word “illegal” as it applies to DEI, discrimination, preferences and more) within those orders; and,;Denied on March 3 a legal request by the Trump administration to rescind the injunction, turning down the argument that the “stay” improperly prevented federal agencies from enforcing antidiscrimination laws and derailed “intra-executive policy implementation by enjoining the President’s policy directives to federal agencies.”; While the Fourth Circuit has now weighed in on the matter, several other cases are pending against EOs 14151 and 14173, as well as EO 14168 , “Defending Women from Gender Ideology Extremism and Restoring Biological Truth to the Federal Government,” issued Jan. 20.

Hiring Was Less than Anticipated in February;Meta Executives See Up to 200% Bonuses in New Plan;Apple Shareholders Reject Anti-DEI Proposal;California Governor Orders State Workers Back to the Office;‘Right to Switch Off’ May Be Dead for UK Employees; NEW!

The report shared several key takeaways: ;The global LGBTQ+ community is massive and multiplies when counting loved ones.; ;Anti-LGBTQ+ hate harms both employees and the bottom line.; ;Anti-LGBTQ+ discrimination shows up at work in daily assaults, insults, and indignities.; ;Workplaces still send the message that you must be straight to succeed—and out leaders are outliers.; ;Transgender and gender-diverse professionals deserve dedicated attention.; ;Intersectionality is integral to inclusion.; ;Rainbow branding outpaces real support.; Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Equitable and Diverse Workplaces; ;Employee Compensation; ;Employee Experience; ;Organizational Performance; You have to login to perform this action.

Some 39 % of respondents noted their organizations are offering DEI-specific training for leaders on foundational DEI concepts and unconscious bias, while others are offering training around inclusive leadership (29 % ), anti-racism (20 % ) and allyship (19 % ).

These can include: ;Maintaining legal ERG groups, providing inclusive training, adhering to anti-discrimination laws and ensuring fair pay through robust pay equity analytics.; ;Delivering regular messaging on a workplace culture of compliance, dignity, respect, nondiscrimination, anti-harassment, no bullying and no retaliation.; ;Reconfirming their commitment to skills and merit-based fair hiring and promotional practices along with ensuring rigor, fairness and credibility with employee performance evaluations, compensation and other personnel actions.; “What seems to have been lost in the past month is the difference between eliminating illegal DEI actions, like quotas, and publicly declaring a repeal of DEI efforts,” WorldatWork’s Turba said.

The lawsuit accused Foley & Lardner of ethnic and religious discrimination, claiming the firm “relied on stereotypes about Arabs, Muslims and Palestinians as inherently violent and anti-Jewish.”

Within its revised guidelines, issued on April 29, the EEOC outlined that employers who refuse to use transgender workers’ preferred pronouns and/or bar them from using bathrooms that match their gender identity are committing unlawful workplace harassment acts under federal anti-discrimination law.

.; ;29% of these LGBTQ+ workers say the rise in anti-LGBTQ+ legislation has impacted their ability to perform at work.; The Current Reality The U.S. has seen a rise in anti-LGBTQ+ legislation in recent years.

.; ;The enforcement threat provision (Executive Order 14173) may not be implemented to bring any anti-DEI enforcement action, including actions under the False Claims Act, against private entities or government contractors and grantees.; The court’s injunction did not extend to any other aspect of the DEI-focused EOs, such as measures with respect to the federal workforce.