Federal civil rights officials have taken legal action against a regional Coca-Cola bottling company, claiming the business engaged in sex-based discrimination by hosting a work event that barred male employees from attending.
The Equal Employment Opportunity Commission brought the lawsuit on behalf of a male worker at Coca-Cola Beverages Northeast, who raised concerns about being shut out of a two-day professional networking gathering in September 2024. The event, held at Connecticut’s Mohegan Sun casino resort, welcomed approximately 250 female staff members but excluded men entirely.
Federal prosecutors filed the case Tuesday in New Hampshire’s district court, arguing that the Bedford, New Hampshire-based bottling operation violated the Civil Rights Act of 1964 by preventing male workers from participating in the company-sponsored event.
This legal challenge represents part of a broader pattern under the Trump administration’s restructured EEOC, which has increasingly scrutinized diversity initiatives. The timing follows closely behind the agency’s announcement that it’s examining Nike for potential discrimination against white workers through its diversity programs.
Acting EEOC General Counsel Catherine L. Eschbach stated Wednesday: “Excluding men from an employer-sponsored event is a Title VII violation that the EEOC will act to remedy through litigation when necessary.”
Court filings reveal that federal officials pursued the lawsuit after unsuccessful attempts to negotiate a settlement with Coca-Cola Beverage Northeast, an independent bottling operation covering New England and upstate New York territories.
However, company representatives pushed back against the federal action. In a response to The Associated Press, Coca-Cola Northeast expressed disappointment, saying the agency “did not conduct a full investigation and we look forward to having our day in open court when we can tell the full story and expect to be vindicated.”
The bottling company refused to provide additional details about the legal proceedings.
Social media posts from Coca-Cola Northeast highlighted what the company termed its inaugural “Women’s Forum,” featuring 250 female team members at what was described as a professional networking gathering. Event programming included discussions about succeeding in male-dominated fields, managing work-life balance, and related professional development topics.
According to the EEOC’s complaint, the company covered accommodation costs, meals, and additional expenses for participants while maintaining their regular pay during the event and excusing them from normal job responsibilities. Federal officials are pursuing financial damages for male employees who were left out, arguing they experienced both monetary harm and “emotional pain, suffering, inconvenience, mental anguish.”
The EEOC accompanied its announcement with guidance about diversity-related discrimination, highlighting concerns about training programs, employee groups, and fellowship initiatives. While the document doesn’t label specific practices as unlawful, it cautions that such programs could cross into discriminatory territory based on their design.
EEOC Chair Andrea Lucas, selected by Trump, has consistently criticized many corporate diversity efforts. Last month, Lucas used social media to encourage white male workers who believe they’ve faced workplace discrimination to speak up.
Former Democratic EEOC members and civil rights advocates have criticized her approach, arguing it threatens established practices that courts have supported and that aim to prevent discrimination while removing barriers for women and minorities.
David Glasgow, who co-founded NYU School of Law’s Meltzer Center for Diversity, Inclusion, and Belonging and tracks anti-diversity lawsuits, noted that targeted demographic programs like networking events face particular vulnerability to legal challenges.
Glasgow recommended that organizations “shift ‘from cohorts to content,’ meaning that instead of limiting participation based on cohort, they could open it up to anyone who is committed to the content of the program.” He co-authored “How Equality Wins,” offering guidance for organizations dealing with diversity policy backlash.
Most lawsuits targeting such focused programs end in settlements after organizations agree to open participation to all employees, Glasgow explained.
He questioned the current EEOC’s priorities, telling AP via email: “It’s a bit odd that the current iteration of the EEOC thinks that going after regional companies for hosting a two-day women’s retreat is a good use of limited resources at a time when there is still extensive discrimination against women in the workplace.”
The EEOC did not respond to requests for additional comment regarding the lawsuit.
