A federal watchdog is demanding that 20 of the nation’s most influential law firms hand over detailed data on their diversity, equity, and inclusion (DEI) policies, raising fresh concerns about a broader effort to dismantle workplace diversity initiatives.
The Equal Employment Opportunity Commission (EEOC), led by acting chair Andrea Lucas, sent formal inquiries seeking specifics on hiring, compensation, and internal diversity programs. Some of these firms have openly championed DEI efforts, while others are involved in legal battles against the Trump administration.
Lucas warned that certain DEI measures—particularly those setting explicit diversity targets—may violate anti-discrimination laws. The EEOC’s letters request data on recruitment practices, as well as a breakdown of employee demographics, including race, sex, and participation in DEI programs, in a “searchable Excel spreadsheet.”
Some firms in the agency’s crosshairs include Perkins Coie, Hogan Lovells, Ropes & Gray, and WilmerHale, all of which have represented plaintiffs challenging Trump’s policies. While Hogan Lovells declined immediate comment, the other firms have yet to respond.
Trump’s War on DEI Expands
This latest move aligns with Trump’s broader push to eliminate DEI initiatives across government agencies, universities, and private companies. Recent executive orders have specifically targeted firms such as Perkins Coie and Paul, Weiss, Rifkind, Wharton & Garrison, citing alleged discriminatory hiring practices. The administration has even suspended security clearances for attorneys at these firms, restricting their access to government contracts.
In response, Perkins Coie has sued the administration, arguing that the executive orders violate constitutional protections. A federal judge in Washington has temporarily blocked parts of the order.
The crackdown extends beyond law firms. U.S. Attorney General Pam Bondi has threatened to revoke the American Bar Association’s accreditation power over law schools, citing its diversity requirements. Meanwhile, the EEOC is also investigating whether corporate clients pressured law firms to meet diversity quotas.
While the EEOC has the authority to investigate workplace discrimination, it typically acts in response to formal complaints. So far, there is no indication that any such complaints have been filed against these law firms.
Legal experts predict that firms may resist turning over certain client-related DEI information, citing attorney-client privilege and concerns about political retaliation. This intensifying clash between federal regulators and the legal industry signals an ongoing battle over the future of workplace diversity in the U.S.
