周一，一个联邦上诉法院一致裁定，应由陪审团决定西雅图市的多元化、公平与包容（DEI）倡议是否为一名白人雇员创造了种族敌对的工作环境，同时强调联邦反歧视法保护所有种族的工作者。
A unanimous federal appeals court ruled Monday that a jury should decide whether Seattle's DEI initiatives created a racially hostile work environment for a white employee, while emphasizing that federal anti-discrimination law protects workers regardless of race.
该三名法官组成的合议庭并未裁定西雅图的DEI项目是否违反了宪法或联邦反歧视法。相反，法院认为，这些指控足以让陪审团决定该市实施这些倡议的方式是否造成了种族敌对的工作环境。这一裁决并未解决关于西雅图基于种族的计划所涉及的更广泛的宪法问题。
The three-judge panel did not rule on whether Seattle's DEI programs violated the Constitution or federal anti-discrimination law. Instead, it found that the allegations were enough to let a jury decide whether the way the city carried out those initiatives created a racially hostile work environment. The ruling leaves the larger constitutional questions about Seattle's race-based programs unanswered.
由巴拉克·奥巴马总统任命的玛丽·穆尔吉亚法官写道：“旨在解决种族障碍的职场培训项目并非本质上具有歧视性，《民权法案》第七章中没有任何条款禁止雇主讨论针对有色人种的历史性和持续性歧视，或寻求解决此类歧视。”
"Workplace training programs designed to address racial barriers are not inherently discriminatory, and nothing in Title VII prohibits employers from either discussing historical and ongoing discrimination against persons of color or seeking to address such discrimination," wrote Judge Mary Murguia, who was appointed by President Barack Obama.
“因此，当具有种族意识的培训项目创造了种族敌对的工作环境时，它们可能违反《民权法案》第七章。”特朗普政府推动废除联邦政府DEI政策的努力，随着一项新的招聘规则的出台迈出了里程碑式的一步。曾在西雅图市人力服务部工作的约书亚·迪默特声称，多年来他多次遭受基于种族的言论和职场事件，包括主管询问他作为“异性恋白人男性”能做出什么贡献、被告知歧视白人是“不可能的”，以及被鼓励放弃领导职务以便让有色人种获得晋升。
"Accordingly, race-conscious training programs may violate Title VII when they create a racially hostile work environment." TRUMP ADMIN'S PUSH TO SCRAP DEI IN FEDERAL GOVERNMENT TAKES LANDMARK STEP WITH NEW HIRING RULE Joshua Diemert, who worked for Seattle's Human Services Department, alleged that over several years he was subjected to repeated race-based comments and workplace incidents, including being asked by supervisors what he could contribute "being a straight white male," being told it was "impossible" to discriminate against white people, and being encouraged to give up a leadership role so a person of color could be promoted.
他还参加了多元化、公平和包容性（DEI）培训，据称演讲者在培训中声称“白人是食人族”、“种族主义存在于白人的DNA中”，以及“白人就像魔鬼”。太平洋法律基金会（Pacific Legal Foundation）的律师劳拉·达戈斯蒂诺（Laura D'Agostino）负责辩护此案，她表示，合议庭仅裁定迪默特（Diemert）缺乏诉讼资格，并未裁定西雅图市基于种族的亲和团体和培训项目是否符合宪法。
He also attended DEI trainings where speakers allegedly said "white people are cannibals," that racism is in "white people's DNA" and that "white people are like the devil." Laura D'Agostino, an attorney with Pacific Legal Foundation who argued the case, said the panel ruled only that Diemert lacked standing and did not decide whether Seattle's race-based affinity groups and training programs were constitutional. INDIANA ATTORNEY GENERAL SUES HIGH SCHOOL SPORTS ASSOCIATION OVER RACE-BASED BOARD QUOTA "This decision does not give government employers a green light to classify employees by race.
印第安纳州总检察长起诉高中体育协会，指控其董事会配额基于种族。“这一裁决并没有给政府雇主按种族对员工进行分类开绿灯。第九巡回法院明确重申，政府的种族分类在宪法上是可疑的，必须接受严格审查，”达戈斯蒂诺说。“它只是得出结论，迪默特先生尚未证明其案件中法院触及该宪法问题所需的个人伤害。”达戈斯蒂诺表示，该裁决表明，当种族平等培训成为骚扰的来源时，《民权法案》第七章并不会为其提供保护。
The Ninth Circuit expressly reiterated that government racial classifications are constitutionally suspect and subject to strict scrutiny," D'Agostino said. "It simply concluded that Mr. Diemert had not established the personal injury necessary for the court to reach that constitutional question in his case." D'Agostino said the ruling shows that Title VII does not give protections to racial-equity training when it becomes the source of harassment.
“将某项活动称为种族平等培训并不能使其免受联邦民权法的保护。雇主可以在不为员工制造或容忍种族敌对环境的情况下解决歧视问题，”达戈斯蒂诺告诉福克斯新闻数字频道。
"Calling something racial-equity training does not place it outside the protections of federal civil rights law. Employers can address discrimination without creating or tolerating a racially hostile environment for their employees," D'Agostino told Fox News Digital.
法院裁定，此案并非针对任何单一言论或培训课程。相反，法院认为，陪审团应决定这些被指控的言论、DEI培训以及职场事件在过去几年中累积起来，是否构成了种族敌对的工作环境。
The court ruled the case wasn't about any one remark or training session. Instead, it concluded a jury should decide whether the alleged comments, DEI trainings and workplace incidents, taken together over several years, created a racially hostile work environment.
“证据数量多、频率高且性质严重，因此他的敌对工作环境诉求必须通过审判来裁决，”达戈斯蒂诺说。
"The evidence was sufficiently numerous, frequent, and severe that his hostile work environment claims must be decided at trial," D'Agostino said.
西雅图市的一位发言人表示，他们正在审查该裁决，并讨论市政府的后续潜在步骤。
A spokesperson for the city of Seattle said they are reviewing the decision and discussing potential next steps for the City.
一名白人员工起诉巴尔的摩市长及市议会，称自己因种族原因被解雇。来自曼哈顿研究所的伊利亚·夏皮罗（Ilya Shapiro）表示，尽管此前已有相关裁决，但这一决定仍为类似的反歧视（DEI）政策带来了宪法层面的法律挑战。
WHITE DEVELOPER SUES BALTIMORE MAYOR, CITY COUNCIL CLAIMING HE WAS FIRED BECAUSE OF HIS RACE Ilya Shapiro, of the Manhattan Institute, said the decision leaves constitutional challenges to similar DEI programs on the table despite the standing ruling.
“虽然法院支持驳回迪默特（Diemert）提出的平等保护诉讼，但原因是他未能提供足够的证据来证明自己受到了人身伤害，而非因为平等保护诉讼本身不可行，”夏皮罗告诉福克斯新闻数字频道（Fox News Digital）。
"Although the court affirmed the dismissal of Diemert's equal-protection claim, it did so because he didn't present evidence sufficient to show personal injury, not because equal-protection claims aren't viable," Shapiro told Fox News Digital. Shapiro said the "race-conscious" programs are standing on "dubious legal ground."
夏皮罗指出，那些“基于种族因素”制定的反歧视政策其实建立在“站不住脚的法律基础”之上。他还强调，联邦反歧视法律对所有员工（无论种族）都同样适用。法院引用了2025年最高法院在“Ames v. Ohio Department of Youth Services”案中的裁决，指出《平等就业机会法》（Title VII）并未对多数族裔原告和少数族裔原告作出任何区别。
SIGN UP TO GET THE POLITICS NEWSLETTER The decision also reinforced that federal anti-discrimination law applies equally to employees regardless of race. Citing the Supreme Court's 2025 decision in Ames v. Ohio Department of Youth Services , the panel noted that Title VII "draws no distinctions between majority-group plaintiffs and minority-group plaintiffs. Eric Wessan, Solicitor General for Iowa, said Monday's ruling is a major wake-up call for DEI classes and trainings across the country, arguing that they breed hostile work environments.
爱荷华州总检察长埃里克·韦桑（Eric Wessan）表示，周一的裁决对全国范围内的反歧视培训项目是一个严重的警钟，因为这些培训项目往往会营造出充满敌意的职场环境。他说道：“如果同样的事情发生在其他种族的员工身上，人们还能轻易察觉到这种敌意环境的存在吗？我认为在这种情况下，这种敌意环境是显而易见的。”
"I think the easiest way to think about it is if the same stuff was happening, but he was another race other than white," Wessan told Fox News Digital. "How obvious would it have been that that was a hostile environment? And I think in this case, the answer is, it would have been pretty obvious." "I'm not surprised that the hostile environment claim can go forward.
“我对‘存在敌意工作环境’这一指控能够被法院受理并不感到意外。这一点非常重要，因为全国各地的许多反歧视政策确实正在为白人员工创造恶劣的工作环境，而长期以来却没有人对此提出反对。”
And that's really important too, because a lot of these DEI policies across the country do create hostile work environments for white employees. And for a long time, there was no pushback against that."