Do you know the difference between legal and illegal interview questions?

You're hiring. Great.
You're asking illegal interview questions. Not so great.

Most employers don't mean to cross the line in interviews. But intent doesn't matter when the EEOC or a process server comes knocking. The law draws a pretty clear line around certain topics. And the moment you ask the wrong question, you've handed a candidate "Exhibit A" in their future discrimination claim.

The 5th nominee for The Worst Employer of 2025 is … The Predator Manager

The EEOC has filed a lawsuit against Franchise Management LLC, the operator of over 20 Subway locations in the Beehive State, alleging that it failed to prevent the sexual harassment and assault of a 16-year-old male employee by a district manager.

The manager, Justin Nielson, reportedly made inappropriate sexual comments, asked the employee for photos of himself in his underwear, sent similar photos of his own, and ultimately assaulted the teenager during work hours.

Inclusion isn't political #HappyPrideMonth🌈

It's Pride Month. And it matters now more than ever.

Ten years ago, a client fired me. Why? Because I suggested they add LGBTQ+ protections to their employee handbook. There was no federal law requiring it back then. They didn’t support "that lifestyle." I wasn't "a good fit" as their lawyer. I wanted to help them do the right thing, and they wanted to pretend certain people didn't exist. As much as I hoped they'd listen, they were right: I wasn't the right lawyer for them. And I'm proud of that.

Fast forward to 2020: the Supreme Court decided Bostock v. Clayton County, holding that Title VII protects employees from discrimination based on sexual orientation and gender identity. It was a legal game-changer. But it didn't change everything.

Now, in 2025, LGBTQ+ rights are under a coordinated attack—through legislation, litigation, and relentless rhetoric. And some companies are backing away from DEI altogether, afraid of the backlash.

But here's the thing: inclusion shouldn't be political. Leading with integrity means standing up for your employees, especially when it's not easy.

WIRTW #761: the 'boss' edition

For over 50 years, Bruce Springsteen has been the voice of working people, dreamers, outcasts, and truth-tellers. His songs tell the story of real America—the kind with grit, heartbreak, hope, and heart.

And he's never been afraid to speak out—against injustice, against corruption, and yes, against authoritarian wannabes who mistake cruelty for strength.

So it's no surprise that Donald Trump has launched a full-on war against The Boss. He's called him a "radical left loser," a "dried up prune," and a "dumb rock star."

Cool. Because if Bruce is everything Trump hates, then maybe Bruce represents everything America should be.

June 14 is Donald Trump's birthday.
Let's take it back.

Let's turn it into something worth celebrating—not a day about narcissism and lies, but a day about music, truth, resistance, and unity.

We’re calling on Congress to declare June 14 as National Bruce Springsteen Day.

• A day to crank the volume.
• A day to remember the power of protest and poetry.
• A day to honor a man who’s never stopped fighting for the soul of this country.

Because you can't start a fire without a spark.
And Bruce Springsteen's been sparking the American spirit since 1973.

Sign the petition. Share it loud.
Let's reclaim the day—and remind the world who really represents the heart of America.

Let's make June 14 National Bruce Springsteen Day.
Because America deserves better than a birthday party for Trump.

Click here to sign the petition.

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Here's what I read this week that you should read, too.

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The fiduciary case for DEI

Corporate Diversity, Equity, and Inclusion initiatives are not just about social responsibility. They're also about business performance.

Studies from McKinsey and others have consistently shown that diverse teams drive innovation, enhance risk mitigation, improve decision-making, and ultimately deliver stronger revenue and profits. Indeed, according to McKinsey, companies in the top quartile for gender or ethnic diversity on executive teams are 39% more likely to outperform their peers financially compared to those in the bottom quartile, while those that rank in the top quartile for both are, on average, 9% more likely to outperform their peers. Conversely, companies in the bottom quartile for both are 66% less likely to achieve above-average profitability. 

In other words, diversity = profits.

When rights collide: religious beliefs vs. gender identity in the workplace

An employee tells HR, "I can't use my coworker's preferred pronouns. It's against my religion." What now?

This isn't theoretical or hypothetical—it's happening in businesses across the country. Just ask Spencer Wimmer, a former Generac Power Systems employee who refused to use a transgender colleague's pronouns on the basis of his Christian faith and was fired as a result. He's now filed an EEOC charge, claiming religious discrimination.

This is not an isolated development. It's the front lines of a growing legal and cultural tension: What happens when one person's protected rights collide with another's?

Here's my take: We can't use religion as a license to discriminate.

DEI-washing

Verizon just made headlines — by eliminating its entire DEI program. In a memo to the FCC, the company announced sweeping changes:

NO DEI roles or departments

NO DEI references in training materials

NO demographic hiring goals

NO supplier diversity benchmarks

NO scholarships or internships targeted at underrepresented groups

NO diversity-focused recognition surveys.

NO mention of “diversity, equity, or inclusion” on its website or in recruiting materials

NO mention of “diversity, equity, or inclusion” in recruiting materials

And yet, despite this full-scale rollback, Verizon insists it remains "committed to … an inclusive culture."

Let me be very, very clear: You cannot claim to support inclusion while dismantling every tool you've built to achieve it. That's like closing your fire department while saying you're committed to fire safety.