About the Author Richard D. Alaniz is a partner at Alaniz Law & Associates, PLLC, a labor and employment firm based in Houston. He has been at the forefront of labor and employment law for over forty years, including stints with the U.S. Department of Labor and the National Labor Relations Board. Rick is a prolific writer on labor and employment law and conducts frequent seminars to client companies and trade associations across the country. Questions about this article, or requests to subscribe to receive Rick’s monthly articles, can be addressed to Rick at (281) 381-2210 or
ralaniz@alaniz-law.com.
claims are likely to be filed. Since DEI was not mandatory, the extent to which medium to small employers adopted DEI in their workplaces is unclear. However, for years employers have been told that it is unlawful to discriminate against a person because of their race, gender, national origin, religion, sexual orientation, and more recently gender identity among other so-called protected statues. Seemingly, overnight they were told
almost the exact opposite. Following DEI principles, they were to make hiring, promotion and other employment decisions based upon whether the person satisfied one of the preferred categories. In fact, many qualified candidates were rejected because they were not in a protected or preferred status. With the demise of DEI, employers that continue to discriminate in favor of a person in a protected status over a more qualified person that is not in a protected status
could be in violation of the Civil Rights Act of 1964, and similar state laws. Granted, this has created a confusing landscape for employers to navigate. Perhaps the best course of action is to always make hiring, promotion and all related employment decisions based upon qualifications and merit. This is exactly what all good employers have always done and should continue to do as the woke rules continue to fade away.
Recruiting the Next Generation of Metalcasters
FEF’s Metalcasting High School Outreach Program engages high school students and educators with our industry through hands-on classroom activities, curriculum and career path connections
Help Build A Bright
Future for Metalcasting Volunteer or Support these
outreach efforts –
bit.ly/fef-highschool July 2025 ❘ 35 ®
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