Compliance Stuff

On February 26, 2026, U.S. Equal Employment Opportunity Commission (EEOC) Chair Andrea Lucas issued a letter to the 500 largest companies in the United States warning them of potential liability under Title VII of the Civil Rights Act of 1964 for race and sex-based discrimination that may result from diversity, equity, and inclusion (DEI) policies or practices. The move is the latest by the EEOC chair as she continues the shift in civil rights enforcement in line with the Trump administration, with significant implications for employers across industries. Quick Hits The EEOC issued a warning to Fortune 500 companies about potential Title VII violations related to DEI programs, urging merit-based practices. This marks a continuation of the shift in enforcement priorities, indicating possible increased litigation against companies with policies, programs, or practices that the EEOC has characterized as DEI-related discrimination. The letter, entitled “ Reminder of Title VII Obligations R...

  One of our recent posts   discussed the uptick in AI risks reported in SEC filings, as analyzed by Arize AI. There, we highlighted the importance of strong governance for mitigating some of these risks, but we didn’t address the specific risks identified in those SEC filings. We discuss them briefly here as they are risks likely facing most organizations that either are exploring, developing, and/or have already deployed AI in some way, shape, or form.  Arize AI’s “ The Rise of Generative AI in SEC filings ” reviewed the most recent annual financial reports as of May 1, 2024, filed by US-based companies in the Fortune 500. The report is filled with interesting statistics, including evaluating the AI risks identified by the reporting entities. Perhaps the most telling statistic is how quickly companies have moved to identify these risks and their reports: Looking at the subsequent annual financial reports filed in 2012 reveals a surge in companies disclosing cyber and in...