Date: March 19th , 2026

Time: 1pmET | 12pm CT | 11am MT | 10am PT

Duration: 90 Minutes

Description:

In January 2025, the Trump Administration issued two Executive Orders pertaining to diversity, equity and inclusion measures: EO 14151, “Ending Radical and Wasteful Government DEI Programs and Preferencing” and EO 14173, “Ending Illegal Discrimination and Restoring Merit-Based Opportunity.”

Further to these EOs, and to the Trump Administration’s anti-DEI agenda generally, in March 2025, the U.S. Equal Employment Opportunity Commission (EEOC) and the Department of Justice (DOJ) jointly released significant guidance, “What You Should Know About DEI-Related Discrimination atWork,” addressing the legal implications of DEI initiatives in the workplace.

In an April 3, 2025 open letter, ten former Democratic EEOC officials responded to the new guidance.The letter addresses counterpoints to the EEOC’s guidance and discusses how employers can maintain lawful DEI efforts.

This webinar aims to provide a thorough analysis of these developments, focusing on how DEI policies may intersect with Title VII of the Civil Rights Act of 1964. Participants will gain a comprehensiveunderstanding of the EEOC and DOJ’s positions on DEI-related discrimination and learn strategies to ensure that their DEI efforts comply with federal anti-discrimination laws while promoting inclusive work environments.This session will also  explain the three components of a harassment claim—protected basis and causation, impact on terms or conditions of employment, and employer liability—while providing actionable guidance to reduce risk, ensure compliance, and create a respectful workplace.

Learning Objectives

• Key drivers behind the EEOC harassment guidance update

• Understanding what constitutes unlawful harassment

• Identifying types of claims and the protected classes impacted under federal law

• Addressing workplace issues involving stereotypes, hairstyles, and appearance

• Protections related to bathrooms, misgendering, and gender identity

• Employer obligations when employees request no investigation

• Protections for pregnancy, childbirth, and related medical conditions

• Guidance on transgender equity under EEOC standards

• How to build and maintain an EEOC-compliant anti-harassment policy

Learning Objectives:

By the end of this session, participants will be able to:

• Explain the key changes and legal context behind the 2024 EEOC harassment guidance.

• Identify what constitutes unlawful harassment and the protected classes under federal law.

• Recognize emerging workplace issues, including gender identity, appearance, and stereotype-related claims.

• Understand employer liability and obligations when harassment claims arise.

• Respond appropriately when employees request no investigation while maintaining compliance.

• Apply guidance to create or update workplace anti-harassment policies that align with EEOC recommendations.

• Reduce organizational risk by implementing proactive compliance strategies and best practices.

Who Will Benefit:

• HR Directors & Managers
• Payroll Administrators
• Office managers
• Payroll Managers
• Compliance Officers

About Our Speaker 

Jacquiline Wagner, Esq., the proud President of Wagner HR, has been representing, advising and training business owners, employers, supervisors and Human Resources professionals in all aspects of Employment Law. Stemming from her seasoned experience,Jacquiline has designed an effective proactive system tailored to cultivate the emotional intelligence of leadership, maximize the full potential of employees and effectively reduce the risk of Employment litigation