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s
p; By now, you’ve likely seen coverage of the Missouri Attorney General’s lawsuit challenging Starbucks’ D
E
I initiatives. The opinion’s value lies in its doctrinal clarity. It illustrates how established discrimination law applies when DEI-related practices are challenged — and what employers should consider to reduce legal risk when designing and imple
me
nting those programs. TL;DR: The court dismissed the case primarily for lack of standing and, alternatively, for failure to state