New Executive Order Could Cause EEOC to Shift its Focus

For the past few decades, the Equal Employment Opportunity Commission has focused on a wide range of employment discrimination cases. These have included not only religious discrimination but also discrimination based on race, national origin, disability, and gender. However, the new administration could force the EEOC to shift its priorities to a considerable degree thanks to a new executive order. What exactly is this executive order, and how might it shift the EEOC’s focus?

EEOC Changes its Mandate After New Executive Order

Shortly after the new administration took power, it set its sights on the EEOC. In many ways, it was an obvious target – especially given its defense of those who have been marginalized by large corporations. First, the administration fired two Democratic commissioners of the EEOC, leaving just three commisssioners. The administration also fired the EEOC’s general counsel and replaced her with an alternative that was more friendly to its conservative goals. This paved the way for unopposed changes in the EEOC. 

After these changes, the acting chair of the EEOC (a Republican) announced that she was going to enforce a new executive order on the subject of gender. This was a controversial executive order that stated there were only two genders legally recognized in the United States: Male and female. 

The acting commissioner explained, “Biology is not bigotry. Biological sex is real, and it matters.”

Shift in Philosophy

This marks a dramatic U-turn in the EEOC’s overall philosophy. In 2023 alone, the agency received thousands of complaints related to discrimination based on gender identity or sexual orientation. During the last few years, the EEOC stated that “misgendering” an employee or refusing to use their desired pronouns was a form of discrimination. Another common violation was refusing to provide employees access to a bathroom of their choice. 

Transgender discrimination lawsuits will likely be impossible because of the new administration’s executive order. If the federal government only recognizes two genders, then “non-binary” individuals cannot claim discrimination under federal law. It’s that simple. In February of 2025, the EEOC moved to dismiss six of its own cases – explaining that they were no longer possible due to the executive order. 

The EEOC may also see a sharp decline in cases involving diversity, equity & inclusiveness (DEI) hiring practices. The Department of Labor has been specifically ordered by the new administration to stop “workforce balancing based on race, color, sex, sexual preference, religion, or national origin.”

The EEOC May Focus More on Religious Discrimination in the Future

Many believe that the EEOC may focus more on religious discrimination in the future – particularly in cases involving Jewish or Christian workers. These cases have already increased in recent years. For example, several religious individuals have successfully sued their employers for failing to provide religious exemptions to vaccine mandates. Others have successfully sued their employers for failing to provide them with time off for faith-related activities. 

Various observers say that these religious discrimination cases could be “pushed to the top of the EEOC’s list.” In other words, religious discrimination may take precedence over cases involving gender, racial, or disability-based discrimination. 

The Goal of the Universal Life Church’s Blog

Each month, various cases test the nature of religious rights in this country. While the basis for many religious rights is the United States Constitution, there are still countless cases that question the exact nature of these rights. The Universal Life Church’s blog is focused on documenting the most noteworthy of these cases in an objective manner that can be easily understood by readers.