United States: Diversity, Equity & Inclusion

Colorado regulates marijuana businesses through the state Marijuana Enforcement Division (MED), while local jurisdictions retain separate licensing and regulatory authority over marijuana businesses within their boundaries. The current Colorado Marijuana Rules are codified at 1 CCR 212-3 (version effective January 5, 2026). Because state rules, forms, fee schedules, and local ordinances can change, applicants should confirm relevant requirements before filing or closing a transaction.

The Treasury Department and IRS have released proposed regulations that would revoke Section 501(c)(3) tax-exempt status for private schools engaging in race-based admissions or diversity programs, fundamentally reshaping how educational institutions approach affirmative action and DEI initiatives.

The IRS has proposed a sweeping rule that would strip tax-exempt status from private schools maintaining race-conscious policies, including diversity, equity, and inclusion initiatives. The proposed regulation, set to impact over 18,000 educational institutions and 750,000 students, extends beyond traditional discrimination to encompass policies intended to serve remedial or diversity-related objectives. Schools face critical compliance decisions regarding scholarships, admissions criteria, and athletic pro

Recent lawsuits against theater organizations signal a dramatic shift in how diversity, equity and inclusion programs are being legally challenged. From discounted ticket promotions to apprenticeship opportunities, DEI initiatives that once seemed routine are now facing federal scrutiny and litigation under anti-discrimination laws. Theater companies, producers and arts organizations must navigate this evolving legal landscape to protect their programs while continuing to pursue diversity goals.

Some of our most compelling stories of client service, innovation, and community impact are being led by women across Mintz. Our Community & Commitment Report highlights the many ways women are driving successful outcomes for clients, advancing industries, strengthening community partnerships, and shaping the future of our firm.

The EEOC has rescinded decades-old guidance on voluntary affirmative action under Title VII, removing the administrative framework employers relied upon to evaluate diversity programs. This development raises critical questions about the future of workplace DEI initiatives and signals heightened scrutiny of employment practices that consider protected characteristics in decision-making.

The U.S. Equal Employment Opportunity Commission has approved a new National Enforcement Plan for fiscal years 2025-2029 that fundamentally shifts the agency's priorities toward investigating intentional discrimination claims...

On 4 June 2026, the US Equal Employment Opportunity Commission (EEOC) released its new National Enforcement Plan (NEP) for fiscal years 2025–2029...

The Equal Employment Opportunity Commission has submitted a proposal to rescind federal EEO reporting requirements, including EEO-1 through EEO-5 obligations and related demographic data collection. While this aligns with the Trump Administration's focus on reducing DEI initiatives, employers face uncertainty about whether 2026 reporting obligations remain in effect as the proposal undergoes the administrative rulemaking process.