Conjuring up bogus legal claims that can withstand scrutiny in court is apparently more difficult than it appears.
That seems to be the key takeaway from a new report in The New York Times on the Equal Employment Opportunity Commission’s attempts to prop up legal claims of antiwhite discrimination.
EEOC Chair Andrea Lucas, who was appointed by President Donald Trump, issued an open request in December for white men to file discrimination claims, in keeping with the Trump regime’s absurd contention that white men are a victimized class, largely because of diversity measures. (Those measures, for the record, have been known to benefit white people in many cases.)
The Times reported that Lucas has told agency employees that she feels pressure from the White House to find cases that align with the administration’s desires — and that EEOC staffers have struggled to find legitimate ones.
Now, facing pressure to bring more cases for white men — as well as claims of discrimination against American-born workers and cases of systemic antisemitism — staff in several districts said they were struggling to find complaints with merit. And they said they were pressed by their superiors to look for reasons to keep those cases alive, even when evidence was weak.
The responses to the Times from the Trump administration and the EEOC seem intent on saving face and giving an air of success to what appears to be a failing quest to prove white men are the subjects of discrimination.
EEOC spokesperson Conner Clegg, for example, told the Times that the commission has “delivered meaningful relief for thousands, leading to record monetary recoveries by the agency for the workers it protects.” Clegg, it seems, was referring to some of the settlements the administration has reached with companies and organizations over their diversity, equity and inclusion practices.
But those settlements, such as the agreement the administration just reached with IBM, haven’t required the companies or organizations to admit wrongdoing, which is to say: These settlements haven’t proved the claims of antiwhite discrimination. More than anything, they have proved companies’ willingness to pay money to (hopefully) put these claims behind them.
The Times’ report is filled with details that reflect the EEOC’s apparently hapless — but nonetheless eager — efforts to prop up claims of antiwhite discrimination. For example, it mentioned a director of one of the EEOC’s geographic districts telling staffers to assign top priority to claims of antiwhite discrimination. And the Times even described an example that underscores the difficulty that employees had in finding legitimate claims:
In one instance described to The Times, employees had to justify abandoning the case of a white man who said he was the victim of discrimination because he didn’t get a job. The job, the office’s review found, went to another white man, and all the other applicants were also white men.
True to form, the Trump administration is nonetheless claiming victory. White House spokesperson Liz Huston told the Times that Lucas and the administration are “ending illegal D.E.I.-motivated race and sex discrimination and upholding the Constitution.”
But that flies in the face of all the companies that have maintained diversity measures amid Trump’s onslaught — even if they aren’t using “DEI” to label them.
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