A federal judge in Missouri on Thursday granted the Equal Employment Opportunity Commission's request to drop its enforcement action against Nike, signaling an end to the agency's court fight to compel the company to produce documents in its investigation into diversity, equity, and inclusion policies.
Judge Cristian M. Stevens of the U.S. District Court for the Eastern District of Missouri approved the EEOC's motion to dismiss the case. The agency had filed the action earlier this year after Nike initially resisted a subpoena for records related to its DEI initiatives.
In a filing Wednesday, a regional EEOC attorney said Nike had been "responsive" to the agency's information and document requests since March and that "no remaining controversy" existed for the court to resolve.
A Nike spokesperson declined to comment on the dismissal but reiterated the company's earlier characterization of the EEOC's initial court action as a "surprising and unusual escalation."
The EEOC launched its investigation in February following allegations that Nike's corporate diversity programs may have discriminated against white employees. The agency sought records dating back several years detailing how Nike tracks and uses racial and ethnic data, including in setting executive compensation, as well as information about race-restricted mentoring, leadership, and career development programs. It also requested details on the criteria used to select employees for layoffs.
Court filings did not specify whether Nike had turned over all requested documents. The EEOC did not immediately respond to requests for additional comment.
The agency has alleged that Nike engaged in a "pattern or practice of disparate treatment against White employees, applicants, and training program participants" in possible violation of Title VII. Commissioner Andrea Lucas cited public statements about Nike's commitment to a more diverse U.S. workforce, including goals to reach 30% minority representation at the director level and above and 35% representation in the corporate workforce by 2025.
The case unfolded against the backdrop of the Trump administration's broader push to dismantle DEI programs across federal agencies, the military, and other institutions. In December, Lucas suggested that white men may be entitled to claim damages under the Civil Rights Act for workplace discrimination, urging them to come forward. She wrote on X: "The EEOC is committed to identifying, attacking, and eliminating ALL race and sex discrimination — including against white male employees and applicants."
The EEOC has also pursued other high-profile cases, including a suit against Harvard over antisemitism allegations, which a judge later dismissed. The agency's actions reflect a heightened focus on DEI-related discrimination claims during the current administration.
