73 | EEOC-INITIATED LITIGATION: 2026 EDITION ©2026 Seyfarth Shaw LLP E. Technology In 2024, the EEOC issued a report focusing on claimed demographic disparities in the technology industry. That report, issued on September 11, 2024 and entitled High Tech, Low Inclusion: Diversity in the High Tech Workforce and Sector 2014-2022, focused on the “high tech workforce”, which the EEOC defined as workers in 56 science, technology, engineering, and mathematics (STEM) occupations, regardless where they were employed, as well as the “high tech sector”, which the EEOC defined as industries where at least 20% of the workforce holds STEM occupations -- a threshold that includes many employers who might not consider themselves a “high tech” company. Under the leadership of Acting Chair Lucas, this report has been removed from the EEOC newsroom. This is consistent with the agency’s general retrenchment from the diversity and inclusion initiatives of the Biden‑era EEOC as well as the agency’s recent prioritization of religious discrimination, as compared to the Biden-era focus on racial discrimination. This retrenchment can be seen by the almost complete lack of enforcement actions taken against companies in this sector. KEY CASES FILED IN FY 2025 EEOC v. X-Treme Tech Services, LLC, Case No. 24-1829 (E.D. La.). The EEOC filed suit on behalf of a female administrative assistant who was repeatedly subjected to unwelcome sexual advances by her supervisor, including sexually explicit messages, inappropriate touching, and propositions for sex. After she resisted these advances, the supervisor became critical of her work, and she was fired. The EEOC alleged violations of Title VII for sexual harassment and retaliation. The case was resolved through a five-year consent decree requiring X-Treme Tech to pay $52,500 and implement policy revisions and training. 1 Technology Industry Merit Cases Filed in FY 2025 New Orleans 1 EEOC District Offices Bringing Suit & Number of Lawsuits Brought by Each District Statutory Basis for Suit 1: Title VII ©2026 Seyfarth Shaw LLP
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