TOM COTTON courte BRRANEAS ARMED SERVICES JOINT ECONOMIC COMMITTEE ss ssc Sour Ores JUOIGIARY nan ae Wnited States Senate SELECT COMMITTEE ON INTELLIGENCE January 11, 2024 Constantine Alexandrakis Chief Executive Officer Russell Reynolds Associates 277 Patk Avenue, Suite 3800 New York, NY 10172 Dear Mr. Alexandrakis, | write regarding your firm's recruitment practices. My office has received troubling reports that recruiting firms are conspiring with companies to exclude “non-diverse” candidates from the hiring pool. Investment firms like BlackRock are putting heavy pressure on corporations to racially discriminate in the name of “diversity” when hiring. Workforce diversity metrics can affect companies’ access to capital, as investment firms are punishing companies with low “Diversity, Equity, & Inclusion” (“DEI”) scores. But after the Supreme Court’s recent ruling on affirmative action, DEI initiatives are coming under new scrutiny, so employers are increasingly outsourcing the ditty work of diversity discrimination to recruiting firms like yours. ‘Compliance with DEI mandates may violate federal law. Title VII of the Civil Rights Act, for example, prohibits private employers from basing hiring decisions on race. A member of the U.S. Equal Employment Opportunity Commission (“EEOC”) has warned that “diversity programs pose both legal and practical risks for companies”! Race-based hiring policies are being challenged in court, and you can bbe assured that corporate DEI initiatives that discriminate based on race will soon suffer the same fate as affirmative action in academia. Recruitment firms like yours should be mindful that you are also subject to anti-discrimination laws. The EEOC warns that “an employment agency is prohibited from discriminating against its own employees, as well asin its referral practices.”® I encourage you, both for your own sake and for the sake of your clients, to refuse any request to racially discriminate in recruiting practices. Sincerely, Tem CLE Tom Cotton United States Senator "Andrea R. Lucas, With Supreme Court affirmative action ruling, its time for companies to take hard look a their corporate diversity programs, REUTERS (June 29, 2023), htps:/www reuters.comilepadlegalindustry/with-supreme-court-affimative- ‘ction-rulng-its-time-companies-ake-hard-look-2023-06-291 * Coverage of Employment Agencies, EEOC, hitps/iwww eeoe govlemployers‘coverage-employment-agencies ‘mo sou ue, Sue 208 50035 Prgucte ae Pew, Sure 25 ‘Mor was rose, Sue 238 sos visr an Se, Sure 10 “sta St sana a 72 ‘ire focc an eis! bona anTOM coTTON comers ono [ARMED SERVICES OWT ECONOMIC COMMITTEE 226 husema Sore Gree nee AUDICARY eatin Be Wnited States Senate SELECT COMMTTEE ON INTELLIGENCE January 11, 2024 M. Keith Waddell President and Chief Executive Officer Robert Half 2884 Sand Hill Road, Suite 200 Menlo Park, CA 94025 Dear Mr. Waddell, | write regarding your firm’s recruitment practices. My office has received troubling reports that recruiting firms are conspiring with companies to exclude “non-diverse” candidates from the hiring pool. Investment firms like BlackRock are putting heavy pressure on corporations to racially discriminate in the name of “diversity” when hiring. Workforce diversity metrics can affect companies” access to capital, as investment firms are punishing companies with low “Diversity, Equity, & Inclusion” (“DEI”) scores. But after the Supreme Court's recent ruling on affirmative action, DEI initiatives are coming under new scrutiny, so employers are increasingly outsourcing the dirty work of diversity discrimination to recruiting firms like yours, Compliance with DEI mandates may violate federal law. Title VI of the Civil Rights Act. for example, prohibits private employers from basing hiring decisions on race. A member of the U.S. Equal Employment Opportunity Commission (“EEOC”) has warned that “diversity programs pose both legal and practical risks for companies.” Race-based hiring pol challenged in court, and you can bbe assured that corporate DEI initiatives that discriminate based on race will soon suffer the same fate as affirmative action in academia, Recruitment firms like yours should be mindful that you are also subject to anti-discrimination laws. The EEOC wars that “an employment agency is prohibited from discriminating against its own employees, as well asin its referral practices.” | encourage you, both for your own sake and for the sake of your clients, to refuse any request to racially discriminate in recruiting practices. Sincerely, eae ‘Tom Cotton United States Senator " Andrea R Lucas, With Supreme Court affirmative action ruling. i’ time fer companies to take a hard iook at thelr corporate ‘ction-tuling:its-time-companiestake-herd-look-2023-06-29/, 2 Coverage of Employment Agencies, EEOC, butps:/www.e20e goviemplayers/coverage-employment-agencies. sowestor agers ure ocx exvonsoo song mes Suet {3298 Pott oy Sore as ‘Wor West Gano Aro, Si 235, toawesrMan Ste Son 10 ohn oo sor oe ‘donee (aroseToM corToN cours ARKANSAS ARMED SERVICES. = JOINT ECONOMIC COMMITTEE {2 Russcu Soure Ores Banna JUDICIARY Miner aca Wnited States Senate SELECT COMMITTEE ON INTELLIGENCE January 11, 2024 Peter Quigley President and Chief Executive Officer Kelly Services, 999 West Big Beaver Road Troy, MI 48084-4782 Dear Mr. Quigley, | write regarding your firm's recruitment practices. My office has received troubling reports that recruiting firms are conspiring with companies to exclude “non-diverse” candidates from the pool. Investment firms like BlackRock are putting heavy pressure on corporations to racially discriminate in the name of “diversity” when hiring, Workforce diversity metrics can affect companies’ access to capital, as investment firms are punishing companies with low “Diversity, Equity, & Inclusion” (“DEI”) scores. But after the Supreme Court’s recent ruling on affirmative action, DEI initiatives are coming under new scrutiny, so employers are increasingly outsourcing the dirty work of diversity discrimination to recruiting firms like yours. ‘Compliance with DEI mandates may violate federal law. Title VII of the Civil Rights Act, for example, prohibits private employers from basing hiring decisions on race. A member of the U.S. Equal Employment Opportunity Commission (“EEOC”) has warned that “diversity programs pose both legal and practical risks for companies.”' Race-based hiring policies are being challenged in court, and you can be assured that corporate DEI initiatives that discriminate based on race will soon suffer the same fate as affirmative action in academia, Recruitment firms like yours should be mindful that you are also subject to anti-discrimination laws. The EEOC wams that “an employment agency is prohibited from discriminating against its own employees, as well as in its referral practices.”? I encourage you, both for your own sake and for the sake of your clients, to refuse any request to racially discriminate in recruiting practices. Sincerely, a ee ‘Tom Cotton United States Senator " Andrea R. Lucas, With Supreme Court affirmative action ruling, i time for companies to take « hard look at their corporate diversity programs, REUTERS Gune 29. 2023, tps/www.reuters.con/lepal/legslindusty/with-supreme-court-affirmative- ‘action-uling-is-time-companiestake-hard-look-2023-06-29/ 2 Coverage of Employment Agencies, EEOC, hitps/ www: eco govlemployers/coverage-employment-agencies. senso ee soos moat Soy ure noex Loan vowtene 70 ‘ene A ve ahcce an a rene date atria ‘woven ‘anno "ian sebont ‘aro act seeTOM COTTON commer ‘ARKANSAS ARMED SERVICES a JOINT ECONOMIC COMMITTEE rouse Sure Ore Boson JUDICIARY ‘sia Se Mnited States Senate ‘SELECT COMET ON INTELLIGENCE January 11, 2024 Krishnan Rajagopalan President and Chief Executive Officer Heidrick & Struggles 233 South Wacker Drive, Suite 4900 Chicago, 1L 60606 Dear Mr. Rajagopalan, 1 write regarding your firm's recruitment practices. My office has received troubling reports that recruiting firms are conspiring with companies to exclude “non-diverse” candidates from the hiring pool. Investment firms like BlackRock are putting heavy pressure on corporations to racially discriminate in the name of “diversity” when hiring. Workforce diversity metrics can affect companies’ access to capital, as investment firms are punishing companies with low “Diversity, Equity, & Inclusion” (“DEI") scores. But after the Supreme Court’s recent ruling on affirmative action, DEI initiatives are coming under new serutiny, s0 employers are increasingly outsourcing the dirty work of diversity discrimination to recruiting firms like yours. Compliance with DEI mandates may violate federal law. Title VII of the Civil Rights Act, for example, prohibits private employers from basing hiring decisions on race. A member of the U.S. Equal Employment Opportunity Commission (“EEOC”) has warned that “diversity programs pose both legal and practical risks for companies,”"' Race-based hiring policies are being challenged in court, and you can bee assured that corporate DEI initiatives that discriminate based on race will soon suffer the same fate as affirmative action in academia, Recruitment firms like yours should be mindful that you are also subject to anti-discrimination laws. The EEOC warns that “an employment agency is prohibited from discriminating against its own employees, as well asin its referral practices.”* I encourage you, both for your own sake and for the sake of your clients, to refuse any request to racially discriminate in rec i Sincerely, Ten CLE Tom Cotton United States Senator " Andrea R. Lucas, With Supreme Cou affirmative action ruling, i's time for companies fo take a hard look at their corporate diversity programs, REUTERS Qune 29, 2023), bps reuters. convlegallegalindustyvith-supreme-court-affirmative- ‘ction rulings its-time-companies-take-herd-took-2023-06-29/ 2 Coverage of Employment Agencies, EEOC, butps/vww.ee0e goviemplayers/ooverage-employment-agencies. 2oyes0080 ogens umtepoce exoomno ‘mo Sout Sue Sue 398 {0S yc us Pe. Sor 25 ‘or wen in a Se 288 roses Alan Se Sun 410 Jose at sens AR 7270 ire oc aN cs ior ‘a irre naseTOM COTTON comers BRAALIAS ARMED SERVICES —— JOINT ECONOMIC COMMITTEE ssc Sore Orne BONE Faawcean “Notte Wnited States Senate SELECT COMMITEE ON TELUGENCE January 11, 2024 Edilson Camara Chief Executive Officer Egon Zehnder ‘One North Wacker Drive, Suite 4800 Chicago, IL 60606-2824 Dear Mr. Camara, | write regarding your firm’s recruitment practices. My office has received troubling reports that recruiting firms are conspiring with companies to exciude “non-diverse” candidates from the hiring pool. Investment firms like BlackRock are putting heavy pressure on corporations to racially discriminate in the name of “diversity” when hiring. Workforce diversity metries can affect companies’ access to capital, as investment firms are punishing companies with low “Diversity, Equity, & Inclusion” (“DEI”) scores. But afier the Supreme Court's recent ruling on affirmative action, DEI initiatives are coming under new scrutiny, so employers are increasingly outsourcing the dirty work of diversity discrimination to recruiting firms like yours, Compliance with DEI mandates may violate federal law. Title VII of the Civil Rights Act, for example, prohibits private employers from basing hiring decisions on race. A member of the U.S. Equal Employment Opportunity Commission (“EEOC”) has wamed that “diversity programs pose both legal and practical risks for companies.”! Race-based hiring policies are being challenged in court, and you can be assured that corporate DEI initiatives that discriminate based on race will soon suffer the same fate as affirmative action in academii Recruitment firms like yours should be mindful that you are also subject to anti-discrimination laws. The EEOC warns that “an employment agency is prohibited from discriminating against its own employees, ‘as well as in its referral practices.” | encourage you, both for your own sake and for the sake of your clients, to refuse any request to racially discriminate in recruiting practices. Sincerely, Tem CLE Tom Cotton United States Senator " Anadrea R. Lucas, With Supreme Court affirmative actin ruling, i rime for companies to take @ hard look at their corporate lversty programs, REUTERS June 29.2023), bitps//wwew. reuters convlegallegalindusty/with-supreme-cour-affimative- sctiontulng-its-time-companies-take-hard-look-2023-06-29/, * Coverage of Employment Agencies, EEOC, hips: ww: ceo govlemployers/coverage-employment-agencies. soneseon0 gens urruenoex x oomp0 consol Sune Sa 8 2805 Pact ey Sores wor wast Can as, Sa 236 sos wesrian Ss, Sune 10‘TOM COTTON cons "ARLANEAS [ARMED SERVICES ‘OWT ECONOMIC COMMITTEE see micas Sexe Oris Bucone upIciany ‘sia Sets Wnited States Senate SELECT COMMITTEE ON INTELLIGENCE January 11, 2024 Ben Williams Chief Executive Officer Spencer Stuart 90 Park Avenue, 4th Floor New York, NY 10016 Dear Mr. Williams, | write regarding your firm's recruitment practices. My office has received troubling reports that recruiting firms are conspiring with companies to exclude “non-diverse” candidates from the hiring pool, Investment firms like BlackRock are putting heavy pressure on corporations to racially discriminate in the name of “diversity” when hiring. Workforce diversity metrics can affect companies” access to capital, as investment firms are punishing companies with low “Diversity, Equity, & Inclusion” (“DEI”) scores. But after the Supreme Court’s recent ruling on affirmative action, DEI initiatives are coming under new scrutiny, so employers are increasingly outsourcing the dirty work of diversity discrimination to recruiting firms like yours. Compliance with DEI mandates may violate federal law. Title VI of the Civil Rights Act, for example, prohibits private employers from basing hiring decisions on race. A member of the U.S. Equal Employment Opportunity Commission (“EEOC”) has warned that “diversity programs pose both legal and practical risks for companies,” Race-based hiring policies are being challenged in court, and you can bbe assured that corporate DEI initiatives that discriminate based on race will soon suffer the same fate as affirmative action in academia. Recruitment firms like yours should be mindful that you are also subject to anti-discrimination laws. The EEOC wams that “an employment agency is prohibited from discriminating against its own employees, as well as in its referral practices.”? I encourage you, both for your own sake and for the sake of your clients, to refuse any request to racially discriminate in recruiting practices. Sincerely, pie Gr Tom Cotton United States Senator " Andrea R. Lucas, With Supreme Court affirmative action ruling. i's time for companies to take @ hard lookat their corporate versity programs, REUTERS (June 29, 2023). hrps:/www.reuers.convegal/legalindustry/with-supreme-court-affinmative- _action-rulingis-time-companies-take-herd-look-2023-06-291 * Coverage of Employment Agencies, EEOC, hips. /lww.ceoe.govlemplayerscaverage-employment-agencies sones80n0 rogers umnenoce eLoonoo 200 Seu rower Se 38 20208. Papas as aw, Sure 25 ‘or wes aoe, Sue 25, soe estan Sa Su 80 cena ‘Sue hoo. an ei6) "Rocio a8 038 ‘on et oom Tat nat (opedTOM COTTON cours “ARCANEAS ARMED SERVICES. JOINT ECONOMIC COMMITTEE 20 sas Seuare rcs Boone aca ‘shat 9 et Wnited States Senate SELECT COMMITTEE ON INTELLIGENCE January 11, 2024 Aileen Alexander Chief Executive Officer Diversified Search Group 2005 Market Street, Floor 33 Philadelphia, PA 19103 Dear Ms. Alexander, I write regarding your firm’s recruitment practices. My office has received troubling reports that recruiting firms are conspiring with companies to exclude “non-diverse” candidates from the hiring pool Investment firms like BlackRock are putting heavy pressure on corporations to racially discriminate in the name of “diversity” when hiring. Workforce diversity metrics can affect companies’ access to capital, as investment firms are punishing companies with low “Diversity, Equity, & Inclusion” (“DEI”) scores. Bi after the Supreme Court's recent ruling on affirmative action, DEI initiatives are coming under new scrutiny, so employers are increasingly outsourcing the dirty work of diversity discrimination to recruiting firms like yours. ‘Compliance with DEI mandates may violate federal law. Title VII of the Civil Rights Act, for example, prohibits private employers from basing hiring decisions on race. A member of the U.S. Equal Employment Opportunity Commission (“EEOC”) has warned that “diversity programs pose both legal and practical risks for companies.” Race-based hiring policies are being challenged in court, and you can bbe assured that corporate DET initiatives that discriminate based on race will soon suffer the same fate as affirmative action in academia, Recruitment firms like yours should be mindful that you are also subject to anti-discrimination laws. The EEOC warns that “an employment agency is prohibited from discriminating against its own employees, ‘as well as in its referral practices.’ I encourage you, both for your own sake and for the sake of your clients, to refuse any request to racially discriminate in recruiting practices. Sincerely, 1h foes Tom Cotton United States Senator " Andrea R. Lucas, With Supreme Court affirmative action ruling, it time for companies to take @ hard look at their corporate diversity programs, Rewrees (une 29, 2023, hitps://w.ceuters.com/lepal/lepalindustry/with-supreme-court- affirmative. action-ruling-its-time-companies-take-hard-look-2023-06-29), ? Coverage of Employment Agencies, EEOC, hips: hwrw:ceoe,goviemployersicoverage-employment-agencies. Joness0n0 sonens me nose soo outa Sure 38 S005 Prgae Py S436 or wis Sox he, STE 28, Secon af 7st ‘Rosse a ‘Srasitone ani ‘ora asi ae ‘eon s-nt