A Coca-Cola bottler sued by federal regulators is drawing national attention to women-only workplace events and reverse discrimination law. The U.S. Equal Employment Opportunity Commission (EEOC) has filed a lawsuit against Coca-Cola Beverages Northeast, alleging the company unlawfully excluded male employees from a paid networking retreat. The case raises a key question many employers are now asking: Are gender-specific networking events still legally safe in 2025? As corporate DEI programs face increasing scrutiny, this lawsuit could signal broader changes ahead.
The EEOC announced last week that it filed a complaint in federal court in New Hampshire against Coca-Cola Beverages Northeast. According to the filing, approximately 250 female employees attended a two-day networking event held at Mohegan Sun Casino and Resort in September 2024. The company reportedly invited only women and excused them from work duties while paying their normal wages. Male employees were not given the same opportunity to attend or receive paid leave.
The event featured team-building activities, social receptions and executive speakers, including Jennifer Mann, President of the Coca-Cola North America Operating Unit. A male production employee filed the initial complaint, arguing he and other men would have participated had they been invited. The EEOC contends that excluding male employees may constitute unlawful sex discrimination under federal law.
Women-only networking programs have long been common in industries where women were historically underrepresented. Supporters say these events provide mentorship, visibility and peer support. They also create safe spaces for candid conversations about career barriers. Yet critics argue that separating employees by gender can create unintended consequences.
Workplace scholars have cautioned for decades that isolating women into separate networks may limit access to powerful sponsors and decision-makers, who are still disproportionately male in many companies. When senior leadership remains male-dominated, cross-gender networking can play a critical role in advancement. By keeping networks segmented, companies may unintentionally restrict the very opportunities they aim to expand.
The Coca-Cola bottler sued case arrives amid heightened legal attention on reverse discrimination claims. In recent years, courts have signaled that majority-group employees — including men and white workers — can more easily bring discrimination lawsuits. The legal landscape shifted further after a 2024 Supreme Court ruling clarified that reverse-discrimination cases do not require a higher evidentiary burden than other discrimination claims.
This evolving standard has prompted companies to reassess employee resource groups, leadership programs and networking events. While many organizations still support diversity initiatives, legal teams are increasingly reviewing eligibility criteria to avoid exclusionary structures. Programs once considered progressive may now carry compliance risks.
Beyond legal risk, broader political scrutiny has also influenced corporate strategy. The Trump administration has publicly stated it will examine the legality of certain DEI initiatives, adding pressure on companies to tread carefully. Some employers have already scaled back or restructured programs targeted solely at specific demographic groups.
Experts say the shift reflects a move toward broader inclusion models rather than abandoning equity goals entirely. Instead of “fixing” women, organizations are focusing on systemic barriers and inclusive leadership practices. The emphasis is shifting from identity-exclusive retreats to initiatives that strengthen access, sponsorship and opportunity for all employees.
For women, the disappearance of single-gender networking retreats may not significantly stall advancement. Research suggests that access to influential networks and sponsors — regardless of gender — plays a larger role in long-term career mobility. Inclusive programs that foster collaboration across groups may ultimately prove more effective.
The Coca-Cola bottler sued lawsuit is likely to become a reference point for HR leaders nationwide. Companies are now balancing two priorities: supporting underrepresented talent while ensuring compliance with anti-discrimination law. As legal standards evolve, so will corporate strategies. In 2025, inclusion efforts are not disappearing — they are being redesigned under closer scrutiny than ever before.
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