Relating to employment practices regarding diversity and prohibiting the implementation of diversity, equity, and inclusion initiatives by certain governmental entities.
What changed between versions
The definition of prohibited DEI initiatives was expanded to include specific concepts like unconscious bias, cultural appropriation, allyship, transgender ideology, microaggressions, group marginalization, anti-racism, systemic oppression, social justice, intersectionality, neo-pronouns, heteronormativity, disparate impact, gender theory, and racial or sexual privilege.
New requirements were added to the Labor Code prohibiting entities from compelling, requiring, inducing, or soliciting diversity, equity, and inclusion statements or giving preferential consideration based on such statements.
The Labor Code provision regarding unlawful employment practices was modified to include language about diversity in the workforce as a potential defense against discrimination claims.
The Labor Code provision regarding personnel policies was modified to require compliance with the new chapter, including personnel selection procedures that incorporate workforce diversity programs.
Two existing Labor Code sections (21.121 and Subchapter J of Chapter 21) were repealed.
The bill title was changed from 'SB 689' to 'SB 689 (R)' and the bill text was reformatted with different spacing and line breaks.
How they voted
Actions timeline
Sponsors
