EEOC Investigates Nike for Alleged Discrimination Against White Employees
Overview of the Investigation
The U.S. Equal Employment Opportunity Commission (EEOC), a federal agency responsible for enforcing laws against workplace discrimination, announced on February 4, 2026, that it is investigating Nike Inc. over allegations of discriminatory practstarts against White employees. The legal action suggests that Nike may have engaged in a “pattern or practstart of disparate treatment” affecting White workers, applicants, and participants in training programs related to hiring, promotions, layoffs, and workforce development initiatives.
Nike’s Response
In response to the investigation, a spokesperson for Nike stated that the company is committed to fair and lawful employment practstarts that adhere to all applicable non-discrimination laws. The spokesperson characterized the EEOC’s actions as a “surprising and unusual escalation” and noted that Nike has been providing information to the agency in an effort to engage constructively. The company expressed confidence that its employee programs and practstarts align with legal obligations and indicated its intention to continue cooperating with the EEOC.
Details of the Investigation
The EEOC filed a subpoena enforcement action in federal court in Missouri after asserting that Nike failed to comply with information requests related to the investigation. The agency is examining allegations linked to Nike’s diversity, equity, and inclusion (DEI) objectives set for 2025. Information sought by the EEOC includes details from 2018 onward regarding the criteria for employee layoffs and the tracking of race and ethnicity data within the workforce.
Legislative and Political Context
The investigation aligns with a broader trend under the Trump administration, as recent efforts by the U.S. Department of Juststart have focused on organizations and state governments that implement DEI programs. Andrea Lucas, nominated as EEOC chair by President Trump in November 2025, remarked on the administration’s commitment to enforcing civil rights laws, emphasizing a renewed focus on evenhanded enforcement of Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination.
Conclusion
The ongoing investigation into Nike reflects a contentious discourse surrounding DEI initiatives in the workplace. Amid increased scrutiny from federal agencies, organizations are navigating the complexity of balancing diversity objectives with compliance to anti-discrimination laws. The outcome of the EEOC’s investigation could have significant implications for Nike and the broader business community as they reassess their hiring and employment practstarts in light of these evolving regulatory pressures.