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recent federal court decision out of Michigan is a timely reminder that diversity, equity, and inclusion (DEI) goals—while lawful and laudable—can still generate legal risk if they appear to incentivize decisions based on race or gender. The court refused to dismiss a former employee’s reverse discrimination claims, finding that his allegations, if true, plausibly suggest unl
awful bias. THE CASE: Performance Praise Meets DEI Pressure? The plaintiff,
a white male with seven years at the company, alleged that he was fired not for poor performance—but because he didn’t fit the company’s “preferred demographic.” He had received strong client reviews and