For years, many employers have hosted women’s leadership forums, networking events, and professional development programs designed to support and advance women in the workplace.
Those initiatives are now receiving increased legal scrutiny.
The U.S. Equal Employment Opportunity Commission (EEOC) has filed a lawsuit against a Coca-Cola bottling company over a two-day “Women’s Forum” that took place in September 2024. According to the EEOC, the event was open only to women employees. Participants were paid to attend and did not have to use PTO.
The EEOC alleges that excluding male employees from the event may constitute sex discrimination under Title VII of the Civil Rights Act of 1964.
The case has not yet been decided, but it sends an important signal about how federal regulators may view gender-exclusive workplace events.
For employers that host leadership forums, affinity groups, or development programs, this lawsuit raises important compliance questions.
Employers can create leadership programs or professional development opportunities focused on supporting women. However, restricting participation based on gender can create legal risk.
Under Title VII of the Civil Rights Act of 1964, employers may not discriminate against employees based on protected characteristics, including sex.
The law prohibits discrimination in terms, conditions, and privileges of employment.
If a workplace event provides benefits such as:
• leadership development
• professional networking
• career advancement opportunities
• paid time to participate
then excluding employees based on gender could potentially be viewed as unequal treatment.
In the EEOC’s lawsuit, the agency argues that male employees were denied access to a professional development opportunity that female employees received.
Source:
https://www.eeoc.gov/statutes/title-vii-civil-rights-act-1964
The EEOC’s complaint centers on the idea that workplace programs tied to employment benefits must be offered in a nondiscriminatory way.
In this case, the agency alleges that the women-only forum provided workplace advantages that were not available to male employees.
Those advantages may include:
• leadership exposure
• networking opportunities with company leadership
• professional development training
• paid work time to participate
When an employer offers a workplace opportunity that may affect professional development or career advancement, limiting access based on gender may raise Title VII concerns.
While the case outcome is still pending, the lawsuit reflects how regulators may evaluate gender-exclusive programs moving forward.
This case also reflects a broader trend.
Across the country, workplace diversity initiatives are receiving greater legal scrutiny from regulators, courts, and policymakers. Employers are increasingly being asked to ensure that diversity programs comply with federal anti-discrimination laws.
Federal agencies, including the EEOC, have emphasized that diversity initiatives cannot exclude employees based on protected characteristics.
Programs intended to support specific groups may still be lawful, but participation typically needs to remain open to all employees.
For example, a leadership program focused on the challenges women face in the workplace may be acceptable if all employees are allowed to attend.
The legal risk increases when participation is explicitly limited to one gender.
Employers that offer leadership development programs or workplace networking events may want to review how those programs are structured.
Some practical considerations include:
If an event provides leadership training or career development opportunities, consider allowing all employees to attend rather than limiting participation based on gender.
Invitations or policies that explicitly state an event is limited to one gender may increase legal exposure.
Programs focused on education or discussion may present less risk than those tied directly to career advancement opportunities.
Before launching new leadership programs or employee forums, employers may want to review program design with HR professionals or employment counsel.
A proactive review can help ensure programs support workplace inclusion while remaining compliant with employment laws.
Programs designed to support women in leadership can play an important role in workplace development.
However, employers must balance those goals with compliance under federal anti-discrimination laws.
The EEOC’s lawsuit over the women-only forum serves as a reminder that excluding employees from workplace opportunities based on gender may create legal risk.
Until courts provide additional clarity, employers should carefully review leadership events, professional development programs, and workplace initiatives to ensure they remain accessible to all employees.
Employment laws continue to evolve, and even well-intentioned workplace programs can create unexpected compliance risks.
CTR Payroll | HR works with employers across the country to help navigate HR compliance, workplace policies, and employee development practices.
Our compliance specialists help employers stay informed about regulatory changes and implement HR strategies that support both workplace culture and legal compliance.
✴️Need help with compliance? Contact CTR today!
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