(Source: FOX Business) American Airlines has agreed to halt its controversial Diversity, Equity, and Inclusion (DEI) hiring policies, a decision that follows pressure from a conservative watchdog group, America First Legal (AFL), and an investigation by the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP).
In a statement, AFL announced that American Airlines had agreed to “abandon discriminatory employment practices” after the organization filed a civil rights complaint alleging violations of federal contracting requirements. The complaint accused the airline of engaging in race and sex-based discrimination in its hiring and promotion processes, as well as in its Cadet Academy recruitment.
AFL argued that American Airlines’ DEI initiatives, which included recruiting and hiring based on race and gender, violated federal laws designed to ensure equal employment opportunities. The group also pointed to the airline’s receipt of over $140 million in federal contracts since 2008, which obligated it to comply with Executive Order 11246—a directive prohibiting discrimination on the basis of race, color, religion, sex, or national origin in hiring practices.
The complaint highlighted that despite this obligation, American Airlines engaged in practices such as using race and sex criteria to fill roles, especially in its Cadet Academy program. This led to concerns that the airline was prioritizing DEI goals over qualifications, ultimately violating the principle of equal opportunity under federal law.
In response to the allegations, American Airlines held an informal compliance meeting with the OFCCP, which reportedly led to the airline agreeing to stop its DEI-based hiring practices. AFL hailed the agreement as a victory, with legal counsel Will Scolinos stressing the need for merit-based hiring in American companies. “American companies must return to using merit—not the desire to check a DEI box—to select the most skilled and qualified employees,” he said.
American Airlines, which did not provide a comment for this report, now joins several other major airlines that have faced similar legal scrutiny over their DEI practices. Earlier this year, both United Airlines and Southwest Airlines were also accused of illegal hiring practices based on race and gender, with AFL filing complaints against both carriers. In response, both airlines reportedly agreed to end policies involving hiring quotas and diversity benchmarks.
However, Southwest Airlines has denied any reversal of its DEI policies, with a spokesperson asserting that the airline will continue to hire a diverse workforce in accordance with the law. Despite this, Southwest’s website still prominently features its commitment to DEI, including a statement about creating “diverse candidate slates for each role.”
The backlash against DEI hiring policies has extended beyond airlines. Earlier this year, the Federal Aviation Administration (FAA) faced public criticism for an initiative that sought to recruit individuals with severe disabilities, which some saw as a prioritization of diversity over qualifications. The FAA, for its part, emphasized that it rigorously vets candidates for all positions.
As of now, the national debate over DEI in hiring continues to gain traction, with critics arguing that such policies compromise safety and job performance, particularly in critical sectors like aviation. The focus on diversity is expected to remain a hot-button issue, especially as more corporations and government agencies reevaluate their DEI initiatives amid growing legal challenges and public scrutiny.
