It's… an odd flex.
Title VII protects everyone. Always has. White employees, men, Christians, and cisgender individuals are covered just the same as workers from traditionally marginized communities. Discrimination is discrimination, whoever the victim is.
But equal protection doesn't mean equal priority. And it doesn't mean the EEOC should treat anti-Christian bias, anti-American bias, or corporate DEI programs as the nation's most urgent civil-rights threats.
That's not why Title VII was enacted, and it's not where today's workplace inequities actually fall.
Yes, the EEOC just released new educational materials on national-origin discrimination and so-called "Anti-American bias," framed as part of Lucas's push for "robust enforcement." It's "Exhibit A" in a backward shift spotlighting protections for majority groups while the workers most vulnerable to national-origin discrimination continue to face real, measurable barriers.
When Congress passed the Civil Rights Act in 1964, it wasn't because white Christian men or Americans were being denied jobs. It was because marginalized workers were locked out of opportunity by design. The law protects everyone equally, but its purpose has always been to level a playing field that has never been equal.
So when the EEOC's leader boasts about redirecting enforcement toward "reverse-discrimination" narratives and away from the communities Congress intended the law to elevate, something is off-mission.
Civil-rights enforcement isn't a culture-war trophy. It's the work of making equal opportunity real.
Right now, the EEOC is gearing up to protect the powerful, not the marginalized.
That's not civil-rights leadership.
And it's not the EEOC we need.