By Nana Karikari, Senior Global Affairs Correspondent
In a move that signals a seismic shift in federal labor enforcement, a U.S. civil rights agency has sued a major bottler and distributor of Coca-Cola products. The lawsuit accuses the company of sex discrimination following an employee networking event that excluded men. This legal action marks the first lawsuit over workplace diversity programs since President Donald Trump took office.
For professionals in Ghana and across Africa, this case is a flashing amber light. As many local firms and multinationals in Accra, Lagos, and Nairobi mirror U.S. corporate structures, a legal victory against gender-exclusive networking could trigger a dismantling of the very “Women in Leadership” programs that have been essential to bridging Africa’s corporate gender gap.
The lawsuit, filed Tuesday, February 17, 2026, by the U.S. Equal Employment Opportunity Commission (EEOC), alleges that Coca-Cola Beverages Northeast violated federal law by hosting an event for about 250 female employees at a Connecticut casino in September 2024. The commission said in the lawsuit that the two-day networking event featured a social reception, team-building exercises, recreational activities and speakers, including Jennifer Mann, President of Coca-Cola North America.
The defendant, Coca-Cola Beverages Northeast, is owned by Kirin Holdings, a Japanese company. Coca-Cola is not a defendant in the case. The company did not immediately respond to a request for comment. Legal analysts note the case stems from a complaint by a male production worker at the company’s Londonderry facility.
The case in New Hampshire federal court serves as an early test of claims by Trump administration officials, including EEOC Chair Andrea Lucas, that many common workplace diversity, equity and inclusion (DEI) programs amount to unlawful reverse discrimination. Trump, a Republican, has moved aggressively to eradicate DEI from the federal government, the private sector and higher education, saying it is discriminatory and erodes merit-based decision-making.
DEI encompasses a broad range of programs and policies that supporters say promote fair treatment and full participation for groups that have historically been underrepresented or have faced discrimination. The commission is investigating Nike and Northwestern Mutual Insurance for allegedly discriminating against white workers and, last year, demanded that 20 major law firms turn over information about their DEI policies.
But the lawsuit against the Coca-Cola bottler is the EEOC’s first to allege that a diversity-focused workplace program is unlawful. The EEOC’s acting general counsel, Catherine Eschbach, said that excluding a protected class of workers, such as men, from any employer-sponsored event is illegal.
“The EEOC remains committed to ensuring that all employees – men and women alike – enjoy equal access to all aspects of their employment,” Eschbach said in a statement.
Coca-Cola Beverages Northeast excused female employees who attended the event from their normal work duties without requiring them to use paid time off, and covered all of their hotel room charges, according to the lawsuit. The prosecution argues these tangible financial benefits and career-advancement opportunities were withheld from male colleagues solely based on gender.
Implications for Ghana and the African Corporate Landscape
The legal battle over DEI in the United States carries significant weight for African markets, particularly in Ghana. Many multinational corporations operating in Accra and Lagos adopt global HR standards set in their Western headquarters. This lawsuit signals a potential retreat from gender-specific corporate empowerment programs that have become standard in the African private sector. In Ghana, where “Women in Tech” and “Female Leadership” summits are vital for closing the gender gap, this U.S. legal pivot may create a “compliance chill,” causing local subsidiaries of American firms to freeze funding for women-only initiatives.
For Ghanaian firms, the “merit-based” rhetoric of the Trump administration may influence local recruitment strategies. Many African business leaders look to U.S. regulatory trends to anticipate shifts in international funding and partnership
requirements. If U.S. law begins to categorize gender-exclusive networking as discriminatory, African subsidiaries of global brands may be forced to dismantle similar initiatives designed to bridge the gender gap in local leadership.
Strategic Forecasting and Global Compliance Standards for Africa
To elevate corporate governance to a level of excellence, African human resource directors must now look beyond traditional DEI frameworks. The shift in U.S. policy suggests a move toward “neutrality” that could jeopardize programs specifically designed for African women in tech and finance. Analysts suggest that firms should pivot toward inclusive professional development that avoids the explicit exclusion of any demographic to mitigate legal risks. For West African firms, this means transitioning from “women-only” quotas to “inclusive talent pipelines” to remain attractive to global investors while respecting local equity goals.
In Ghana, where female entrepreneurship is high but corporate boardroom representation remains a challenge, this U.S. precedent could stall progress. Excellence in the modern era will require a delicate balance. Companies must find ways to support underrepresented groups through “opportunity-based” rather than “identity-exclusive” programs. This ensures compliance with emerging global legal standards while maintaining the social progress necessary for Africa’s economic development. The ultimate goal is to achieve “meritocratic equity”—a system that empowers the historically marginalized without providing a legal basis for discrimination claims from the majority.
