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In dismissing the complaint, the court rejected the employees’ religious discrimination, constitutional, and state law claims, calling the employees’ evidence “a collection of distorted statements and anti-vaccine hocus-pocus.”

The National Association for the Advancement of Colored People (NAACP), in a Jan. 22 post on its website, called the Trump administration’s anti-DEI bent “a significant regression from the previous administration’s approach to centering racial equity and remedying the systemic racism deeply entrenched in our nation’s governing practices.”

;California: The California Civil Rights Council published draft modifications to its employment anti-discrimination laws, which would impose liability on companies or third-party agencies administrating AI tools that have a discriminatory impact.

It’s therefore “absolutely crucial” to pair things like anti-bias training with data analytics to better understand what’s driving and potentially limiting employee movement within a company, Bardaro said.

For instance, if wellness-focused benefits such as mental health days are cut, employers should emphasize robust employee assistance programs and anti-bias training that, when effectively implemented, can help reduce some difficulties employees may face in the workplace, Benefits Advisors’ Kloss said.

Removing unnecessary barriers, like four-year-degree requirements, became part of the company’s commitment to become an anti-discrimination organization.

Joe Sanberg, the Los Angeles-based investor and anti-poverty activist who filed the ballot initiative, noted the urgency for raising the state’s minimum wage again.

“Despite Apple’s illegal and aggressive anti-union campaign, Apple retail workers across the country will continue to organize, especially after this momentous victory.”

Department of Justice recently announced employers could lose federal and grant funding if their programs, including those designed to promote workplace equity and diversity, are found to violate anti-discrimination laws.

Some might say this method is the “ anti -pay-for-performance” approach because it gives all employees in good standing the same increase rather than differentiating bigger increases for higher performers.