EEOC Sues Coca‑Cola Northeast for Alleged Sex Discrimination Over Women‑Only Career Event
In a February 18, 2026 press release, the Equal Employment Opportunity Commission (EEOC), the federal agency tasked with enforcing federal anti-discrimination laws, announced that it has sued Coca-Cola Beverages Northeast, Inc., in federal court in NH. In the lawsuit, the EEOC alleges that Coca-Cola Northeast, which is located in Bedford, NH, discriminated against male employees by excluding them from an overnight career development and networking event. Given the EEOC’s focus on eradicating DEI-related discrimination, it should be of no surprise that the EEOC took this case as an opportunity to file its first lawsuit in the NH federal court in 8 years rather than issuing the Charging Party a right-to-sue letter to pursue litigation on his own.
In the lawsuit, the EEOC alleges that Coca-Cola Northeast held a two-day employer sponsored career development and networking event at the Mohegan Sun Casino & Resort for 250 female employees. The EEOC alleges that attendees were excused from their normal work duties and paid their normal wages for attending the event; Coca-Cola Northeast did not invite any male employees to the event; the event featured a social reception, team-building exercises, and recreational activities; attendees heard from the President of Coca-Cola North America, Jennifer Mann and corporate executives from other companies who spoke about their career paths; the company covered all expenses of the trip (e.g. hotel, food, beverages); and male employees were not offered or provided any of the associated benefits of attendance.
In January 2025, the EEOC notified Coca-Cola Northeast that it found probable cause on a male employee’s charge of discrimination. On August 27, 2025, the EEOC issued a notice of failure of conciliation, and commenced suit on February 17, 2026.
Catherine L. Eschbach, acting EEOC General Counsel, stated “Title VII of the Civil Rights Act of 1964 has long made the exclusion of one protected class of employees from an employer-sponsored event a violation of the law.” She continued, “Excluding men from an employer-sponsored event is a Title VII violation that the EEOC will act to remedy through litigation when necessary. The EEOC remains committed to ensuring that all employees – men and women alike – enjoy equal access to all aspects of their employment, including participation in employer-sponsored events, regardless of their sex, race, or other protected category.”
The EEOC has not filed a lawsuit in the New Hampshire federal district since 2018. It selected the Coca-Cola Northeast charge for prosecution, signaling that it is moving forward expeditiously and decisively in taking steps to address what it views as DEI-related discrimination -- a top enforcement priority for the Trump Administration and the EEOC. This could be a bellwether for the private litigant claims coming down the pike for employers. Now is the time for employers to review their programs, policies, and practices to ensure they are not unwittingly creating exposure for claims of DEI-related discrimination at a time of increased scrutiny of corporate initiatives.
This publication, which may be considered advertising under the ethical rules of certain jurisdictions, should not be construed as legal advice or a legal opinion on any specific facts or circumstances by Pastori | Krans, PLLC and its attorneys. This article is intended for general information purposes only and you should consult an attorney concerning any specific legal questions you may have.
