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American Airlines has become the latest corporation to end diversity, equity, and inclusion (DEI) hiring policies following a complaint filed by right-wing watchdog group America First Legal (AFL).
The decision highlights a growing trend of corporate rollbacks on DEI initiatives amid legal and public scrutiny.
The airline’s decision comes after AFL accused it of engaging in hiring practices that violated federal contracting laws. AFL’s complaint, filed in January, alleged that American Airlines prioritized race and gender over merit in hiring and promotions, despite receiving over $140million in federal contracts since 2008.
Under Executive Order 11246, federal contractors are prohibited from discriminating based on race, color, religion, sex, or national origin. AFL argued that American Airlines’ programs, including its Cadet Academy recruitment, used discriminatory benchmarks.
Last week, the Office of Federal Contract Compliance Programs (OFCCP) held a compliance conference with American Airlines to address the allegations. AFL announced that the airline agreed to end its DEI practices following the meeting.
“American Airlines acknowledged and agreed to stop illegal race and sex-based discrimination in its hiring and promotion processes,” AFL said in a statement. Will Scolinos, counsel for AFL, applauded the decision, calling it a win for merit-based employment.
“American companies must return to selecting the most skilled and qualified employees based on merit, not a desire to check a DEI box,” Scolinos said.
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American Airlines has not commented on the decision, but the development signals increased pressure on corporations to reconsider DEI-driven policies.
Despite the continued attack on DEI programmes from right-wing commentators and pressure groups, the vast majority of Fortune 500 companies (485 of them) continue to support their use in recruitment practices.
Airlines pushed back on DEI
American Airlines is not the only airline to face opposition to its diversity practices. Similar complaints have been filed against United Airlines and Southwest Airlines, with AFL alleging both carriers engaged in unlawful hiring quotas.
United Airlines CEO Scott Kirby drew criticism for stating that 50% of the company’s pilot training graduates would be women or people of color. The comments, made during a 2021 interview, resurfaced earlier this year and sparked debate about prioritizing DEI over safety.
While AFL claims both United and Southwest have agreed to drop race- and gender-based hiring benchmarks, Southwest denies any reversal. In a statement, the airline said it remains committed to recruiting and retaining a diverse workforce within legal guidelines.
DEI legislation and safety concerns
The rollback of DEI hiring policies has reignited broader debates about the balance between representation and qualifications in aviation. Earlier this year, the Federal Aviation Administration (FAA) faced criticism for hiring practices that included individuals with severe intellectual and physical disabilities.
Critics argue the policies jeopardize safety, particularly after mechanical failures like an incident in January involving an Alaska Airlines flight. However, the FAA defended its initiatives, emphasizing its thorough vetting of candidates.
Whilst right-wingers clamour to take the credit for influencing the debate around DEI, despite some companies changing direction, DEI still retains support among a great many high profile American companies.
But with a new administration incoming that is very much against such hiring practices and court victories setting legal precedents, expect efforts to create more inclusive workplaces to come under heavy fire over the next four years.
As DEI legislation continues to face challenges, American Airlines’ decision reflects a broader shift in corporate America. The move is expected to influence other Fortune 500 companies reevaluating diversity strategies under legal and social pressures.
