A sign hangs over the front of a Planned Parenthood clinic on May 18, 2018 in Chicago, Illinois.
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Planned Parenthood of Illinois, associated with the Planned Parenthood Federation of America, will pay $500,000 to settle a government investigation into alleged discrimination linked to its diversity, equity, and inclusion (DEI) initiatives.
This settlement resolves an inquiry by the U.S. Equal Employment Opportunity Commission (EEOC), responsible for examining discrimination allegations in the private sector.
The EEOC claims that Planned Parenthood of Illinois breached Title VII of the Civil Rights Act of 1964 by racially segregating employees, harassing white employees, and treating them unfavorably in terms of employment conditions.
In a statement, EEOC Chair Andrea Lucas emphasized that racial segregation in the workplace contravenes “the core promise of our nation’s civil rights laws.”
“Title VII ensures equal treatment for all employees and prohibits racial discrimination in American workplaces,” Lucas stated. “These protections apply equally to white workers.”
The investigation, initiated by multiple employee complaints, revealed that Planned Parenthood required staff to participate in weekly ‘affinity caucuses’ segregated by race, excluding employees of other races. Alternatively, employees attended DEI training sessions where white employees faced repeated derogatory comments, including statements that they “are White and do not feel racism the same way non-White patients feel.”
Adrienne White-Faines, President and CEO of Planned Parenthood of Illinois, acknowledged the settlement, highlighting that the workplace practices occurred under previous leadership.
“Since this complaint was filed and since I became President and CEO in 2025, I’ve implemented significant changes in the organization, especially within the leadership team,” White-Faines stated. “[Planned Parenthood of Illinois] has now reached an agreement with the EEOC to move forward, allowing us to continue providing essential health care services to our valued patients from Illinois and across the country.”
During President Trump’s tenure, the EEOC adopted a more assertive approach against DEI, with Chair Lucas advocating for an end to “identity politics” and cautioning employers about potential legal risks associated with their DEI programs.
A year ago, Lucas issued guidance warning that DEI initiatives might be unlawful if an employer makes employment decisions based on an employee’s race, sex, or other protected characteristics.
Last month, Lucas sent a letter to leaders of Fortune 500 companies reminding them of their obligations under civil rights laws.
A group of former EEOC leaders issued a public letter in response, affirming that diversity training and employee resource groups are legal as long as they are inclusive and non-discriminatory. Affinity groups, they stated, should be accessible to everyone.
This settlement emerges as the EEOC investigates Nike’s DEI policies and goals for diversifying its workforce. The EEOC has also filed a lawsuit against a Coca Cola bottler and distributor, accusing the company of discriminating against white men by organizing a two-day networking event exclusively for female employees.
