Last Updated on August 2, 2025 by Bertrand Clarke
In a move that has sparked heated debate, Texas Roadhouse, the Louisville, Kentucky-based steakhouse chain known for its lively atmosphere and hearty meals, finds itself at the center of a civil rights complaint filed by America First Legal (AFL), a conservative legal group. The complaint, lodged with the U.S. Equal Employment Opportunity Commission (EEOC) on July 31, 2025, alleges that the restaurant chain’s diversity, equity, and inclusion (DEI) initiatives constitute discriminatory practices by prioritizing race and gender in hiring and board appointments. This development comes amid a broader national conversation about the role of DEI programs in corporate America, with Texas Roadhouse joining a growing list of companies facing similar challenges.
A Complaint Rooted in DEI Policies
The AFL’s complaint asserts that Texas Roadhouse’s commitment to fostering a diverse workforce violates Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex, or national origin. Specifically, the group points to the company’s public statements and internal practices, such as tracking employees’ demographic data and hosting identity-specific leadership summits, as evidence of what they call “illegal race and sex-based hiring.” According to AFL, Texas Roadhouse’s 2024 10-K annual report highlights its goal to build a workforce that “mirrors the diversity of our guests,” with detailed breakdowns of employee and manager demographics by gender and race.
The complaint also criticizes programs like the Women’s Leadership Summit and the African American Leadership Summit, claiming they exclude certain groups, particularly white men, from opportunities. AFL argues that these initiatives, coupled with the company’s diversity dashboards and alleged demographic targets for board appointments, create a system that unfairly prioritizes certain identities over others, exposing Texas Roadhouse to legal and reputational risks.
Texas Roadhouse’s Commitment to Diversity
Texas Roadhouse, which operates over 650 locations across the United States and employs approximately 82,000 people as of 2024, has long emphasized its dedication to creating an inclusive workplace. In its 2024 annual report, the company reported that 56% of its workforce identifies as female, and 32% of its employees are people of color, with similar diversity reflected in managerial roles. These figures align with the chain’s stated mission to reflect the communities it serves, a goal that has been lauded by some as a progressive step toward equity in an industry often criticized for homogeneity.
The company’s DEI efforts include training programs, mentorship opportunities, and leadership development initiatives aimed at underrepresented groups. For example, the Women’s Leadership Summit, launched in 2022, provides professional development for female employees, while the African American Leadership Summit, introduced in 2023, focuses on career advancement for Black staff members. These programs, Texas Roadhouse argues, are designed to address historical disparities in the restaurant industry, where leadership roles have traditionally been male-dominated.
In a statement to the press, Texas Roadhouse defended its practices, emphasizing that its DEI initiatives are lawful and aligned with its values. “We are committed to fostering an environment where every employee feels valued and has equal opportunities to grow,” the statement read. “Our programs aim to uplift all team members while complying with federal and state laws.” The company declined to comment directly on the AFL complaint, citing ongoing legal considerations.
The Broader DEI Debate
The complaint against Texas Roadhouse is part of a larger wave of legal challenges targeting corporate DEI programs. America First Legal, founded in 2021 by former Trump administration adviser Stephen Miller, has filed similar complaints against companies like Cracker Barrel, Starbucks, and Mars Inc., alleging that their diversity initiatives violate anti-discrimination laws. In July 2025, AFL targeted Cracker Barrel, claiming its “Business Resource Groups” unfairly favored certain demographics, while earlier complaints against American Airlines led the carrier to scale back its DEI hiring practices in December 2024.
This trend reflects a shifting landscape in corporate America, where DEI programs, once widely embraced, are now under scrutiny. According to a 2025 report by the Society for Human Resource Management (SHRM), 68% of U.S. companies have DEI programs, but 43% have faced internal or external pushback over their implementation. Critics argue that these initiatives can inadvertently prioritize certain groups over others, while supporters contend they are essential for correcting systemic inequities. The debate has been amplified by recent political shifts, including executive actions under the Trump administration aimed at curbing DEI programs deemed discriminatory.
Texas Roadhouse’s History with the EEOC
This is not the first time Texas Roadhouse has faced legal scrutiny over its hiring practices. In 2017, the EEOC settled a $12 million lawsuit against the chain for age discrimination, alleging that applicants over 40 were systematically denied front-of-house positions like servers and bartenders. The settlement required Texas Roadhouse to revise its hiring practices and appoint a diversity director to ensure compliance with the Age Discrimination in Employment Act (ADEA). The company’s current DEI efforts may, in part, stem from these reforms, as it sought to broaden its approach to inclusivity.
However, the 2017 case focused on age, not race or gender, making the current complaint a new frontier for the chain. Legal experts suggest that the outcome of the AFL’s complaint could hinge on whether the EEOC finds evidence of explicit quotas or discriminatory intent, as opposed to broader diversity goals. “The law allows companies to promote inclusivity, but it draws a line at practices that exclude or disadvantage individuals based on protected characteristics,” said Dr. Emily Harper, a labor law professor at Georgetown University. “The challenge for Texas Roadhouse will be demonstrating that its programs are inclusive rather than exclusionary.”
Public Reaction and Industry Implications
The complaint has ignited a firestorm on social media, with posts on X reflecting polarized sentiments. Some users, like @Freestateman1, have called for boycotts, labeling DEI as “reverse discrimination” and citing the AFL complaint as evidence of unfair practices. Others have defended Texas Roadhouse, arguing that its diversity initiatives are a necessary response to historical inequities. “Restaurants have always been tough for minorities to break into leadership,” wrote @DiverseDiner23. “Texas Roadhouse is trying to fix that, and now they’re getting sued for it?”
The restaurant industry, which employs over 15 million people in the U.S., is watching closely. Chains like McDonald’s and Starbucks have already adjusted their DEI strategies in response to similar pressures, with McDonald’s renaming its diversity team to the “Global Inclusion Team” in January 2025. According to a 2025 National Restaurant Association survey, 62% of restaurant operators have implemented diversity training, but only 28% have formal DEI policies, reflecting a cautious approach amid legal uncertainties.
Financial and Reputational Stakes
For Texas Roadhouse, the stakes are high. The company reported $4.8 billion in revenue in 2024, a 12% increase from the previous year, driven by strong customer loyalty and expansion. However, the AFL complaint warns that DEI-related litigation could pose “reputational risks” and potential shareholder lawsuits, particularly as environmental, social, and governance (ESG) disclosures come under greater scrutiny. In its 2024 10-K report, Texas Roadhouse acknowledged the growing pressure from investors to balance diversity goals with fiduciary responsibilities.
Analysts predict that the complaint could lead to increased legal costs and public relations challenges, even if the EEOC does not find evidence of wrongdoing. “The mere filing of a complaint can sway public perception,” said Sarah Lin, a hospitality industry analyst at Morgan Stanley. “Texas Roadhouse will need to navigate this carefully to maintain its brand as a family-friendly, all-American dining destination.”
Looking Ahead
As the EEOC reviews the complaint, Texas Roadhouse faces a critical juncture. The outcome could set a precedent for how restaurants and other businesses approach DEI in an increasingly litigious environment. For now, the chain continues to serve its signature steaks and rolls, but the spotlight on its hiring practices underscores a broader question: how can companies promote inclusivity without crossing legal or ethical lines?
The debate is far from over, and Texas Roadhouse’s response will likely shape its future—and the future of DEI in corporate America. As the nation grapples with these issues, one thing is clear: the intersection of diversity, law, and business is a recipe for complexity, with no easy answers on the menu.
