New England Biz Law Update
The U.S. Equal Employment Opportunity Commission has sued a Missouri university that allegedly retaliated against a Black employee after she complained about being separated from white colleagues during mandatory diversity, equity and inclusion training.
The lawsuit adds a retaliation component to the growing scrutiny surrounding workplace DEI programs and serves as a reminder that employees are protected when they raise concerns about practices they believe constitute race discrimination.
Employee objected to race-separated training
According to the EEOC, the employee worked as a senior program manager at Washington University’s Alvin J. Siteman Cancer Center.
The agency alleges that during a mandatory training provided by the university’s Office of Diversity, Equity and Inclusion, the employee was separated from colleagues because of her race. The employee had expressed discomfort with being separated from white colleagues before the training occurred, according to the lawsuit.
She complained internally about the incident in January 2025 and filed a discrimination charge with the EEOC in July 2025.
The EEOC alleges that after she raised those concerns, supervisors transferred her job responsibilities to other employees and ultimately eliminated her position in November 2025, resulting in her termination.
Retaliation protections apply
The EEOC filed suit in federal court after attempting to resolve the matter through its administrative conciliation process. The agency alleges that the university’s actions violated Title VII, which prohibits retaliation against employees for opposing race discrimination or filing a discrimination charge.
The allegations have not yet been proven in court.
The case is notable because it centers on what allegedly happened after an employee objected to a race-based practice. Employers should be cautious about adverse actions involving employees who have recently raised discrimination concerns and ensure that subsequent decisions involving responsibilities, discipline or termination are supported by legitimate, well-documented reasons.
