The U.S. Equal Employment Opportunity Commission (EEOC) announced on Wednesday that it is conducting an investigation into Nike for claims of discrimination against white employees. This development follows the EEOC’s recent move to file a federal court action in Missouri aimed at compelling Nike to comply with a subpoena that was issued last fall. The agency is seeking information as part of its inquiry into allegations that the company’s mentorship and training programs may have favored nonwhite employees, thereby allegedly resulting in discrimination against white workers.
Nike, which is recognized as the largest sportswear and apparel company globally, employs nearly 80,000 people and generated approximately $51.4 billion in revenue in 2024. Notably, the accusations did not originate from Nike employees identifying as victims of discriminatory practices—a common scenario in EEOC inquiries. Instead, this case originated from a charge made by former EEOC commissioner Andrea Lucas in May 2024, based on information available to the public, including Nike’s annual “Impact Reports” and details from its official website.
The recent actions taken by the EEOC appear to reflect a broader trend where the agency, which typically addresses discrimination against nonwhite individuals, is now being utilized to investigate claims that center around the interests of white employees. In the face of the subpoena, Nike has contested several of the EEOC’s requests for documents, arguing that many demands are vague, overly broad, and pertain to a time frame that extends beyond the relevant period.
A spokesperson for Nike expressed surprise at what they described as an “unusual escalation.” They emphasized that the company has engaged in good-faith discussions with the EEOC regarding its personnel practices, revealing that they have already provided thousands of pages of documentation and are in the midst of submitting additional information. Nike plans to formally respond to the agency’s petition.
Andrea Lucas, who was appointed chair of the EEOC by former President Donald Trump in November 2025, had also served as a commissioner since 2020, following her nomination by the president. The EEOC specified that the subpoena enforcement action was initiated after efforts to obtain voluntary compliance from Nike had already been attempted.
As this situation unfolds, it highlights the ongoing complexities and challenges within workplace discrimination law, potentially paving the way for further discussions on equitable treatment in employee programs across various industries.