We represent victims of reverse discrimination and anti-DEI whistleblowers

President Trump Revokes Order Requiring DEI Considerations in Federal Contracts

President Donald Trump has revoked Executive Order 11246, issued by President Lyndon Johnson, which required government contractors to adopt what were supposed to be nondiscriminatory practices in hiring and employment. Unfortunately, in the real world, there is strong evidence that these policies had the opposite effect.

When repealing the order, President Trump characterized diversity, equity and inclusion (DEI) practices, such as the rule regarding federal contracts, as “illegal” and “immoral.” This action represents a fundamental shift away from mandated DEI programs and opens the door to legal efforts aimed at providing relief to victims of what is commonly referred to as “reverse discrimination.” As Congress investigates whether DEI initiatives have violated anti-discrimination laws, employers are being warned to preserve key records in anticipation of potential litigation.

At Kardell Law Group, we utilize document holds as well when advocating for victims in reverse discrimination and anti-DEI cases. When pursuing these types of claims, key records often include one or more of the following:

• EEO-1 reports —These reports provide a demographic breakdown of employees across job categories and are often central to proving or refuting claims of discrimination.
• Affirmative action plans — Written plans outlining measures to promote equal employment opportunities can be used to examine whether such efforts harmed non-minority workers.
• Project-specific compliance reports — Certain federal and state government projects might have specific requirements relating to hiring or vendor ownership. Our firm analyzes these documents to identify examples of unlawful bias. 
• Recruitment and hiring efforts — Documentation showing how diverse candidates were recruited and hired can reveal whether DEI initiatives crossed legal boundaries.

The revocation of Executive Order 11246 may embolden individuals who feel they have been adversely affected by DEI practices to pursue legal action. Employers, meanwhile, must prepare for increased scrutiny by maintaining transparency and thorough documentation regarding their hiring and employment standards.

If you believe you’ve been impacted by reverse discrimination or have concerns about DEI initiatives in your workplace, contact Kardell Law Group. We will evaluate the circumstances of your case and will press for appropriate relief if the facts support a claim. Schedule a consultation today to learn more.

As Companies Reverse DEI Policies, What Happens to Whistleblowers Who Objected to Them?

Almost immediately upon taking office, President Trump took various actions to eliminate so-called diversity, equity and inclusion (DEI) programs within the federal government. This includes revocation of Executive Order 11246, which ends approximately six decades of contracting practices that were designed to benefit certain groups.

Many corporations have also trimmed or fully canceled their DEI initiatives. This shift has been fueled by several factors, including government scrutiny, customer backlash and the Supreme Court's decision in Students for Fair Admissions v. Harvard, which struck down affirmative action policies in higher education. Now, government bodies and businesses alike are re-evaluating practices that could be interpreted as promoting preferential treatment based on race or gender.

But what happens to public and private employees who have faced retaliation for opposing DEI initiatives within their workplace? Specific forms of adverse job actions include denial of deserved promotions, negative performance reviews and even termination. In such cases, individuals may have a legal claim if the retaliation or discrimination violates the law. However, obtaining the legal remedy you deserve can be challenging, as retaliatory motives are often hidden under innocuous language. For example, a worker might be accused of outdated attitudes or “not being on board” with company policies.

If you spoke up against unfair treatment on the job, now is the time to take action. Kardell Law Group represents anti-DEI whistleblowers who were victimized because they reported what they believed to be unlawful bias. Whether it’s couched as wokeness, political correctness, DEI or something else, nothing justifies illegal employment discrimination, or unlawful retaliation against those who object.

When you contact us, we’ll conduct a thorough review of your case and give you an honest assessment of your legal rights based on decades of experience successfully handling whistleblower cases and other employment matters. If you’ve been the victim of illegal retaliation or discrimination, we’ll fight for an appropriate remedy, which might include back pay, workplace policy changes and other forms of relief. True justice does not just mean overturning misguided rules, but properly compensating the people who were punished for opposing them when it was not popular to do so.