For fifty years, the National Coalition for Men (NCFM) has advanced a simple, foundational principle: civil rights belong to everyone. We promote gender equality, equal protection, and fairness for all, regardless of sex, race, or ideology. We support men and boys who face discrimination, and we also stand firmly for the rights of women and families. We reject all forms of gender‑based hatred and work to ensure that society applies its laws neutrally and consistently.
Today, a major shift in federal civil‑rights enforcement is drawing national attention to issues NCFM has documented for decades — and this shift carries profound implications for federal policy, for California’s Unruh Civil Rights Act, and for NCFM’s international human‑rights work.
A Federal Agency Finally Acknowledges What NCFM Has Long Documented
In a recent interview, EEOC Chair Andrea Lucas stated that civil‑rights enforcement has “left behind” white men and that the agency must return to the “good and right” principles of the early civil‑rights movement. She emphasized that Title VII has always operated as a group‑neutral law that protects all races and both sexes. She rejected the idea that anyone can justify discrimination by labeling it “DEI,” stating plainly: “There’s no good form of race discrimination.”
For NCFM, her statements confirm what we have reported for decades.
For years, we have assisted men who faced discrimination in employment, education, government programs, and corporate initiatives. Many were white men whose complaints were dismissed not on the facts, but on assumptions about who can and cannot be victims of discrimination. Lucas’s statements confirm that these concerns were systemic and too often ignored.
The Nike Action: A Turning Point in Civil‑Rights Enforcement
Under Lucas’s leadership, the EEOC filed a subpoena enforcement action against Nike, seeking information about allegations that the company discriminated against white employees. This action marks one of the first public steps by the commission to investigate discrimination arising from DEI‑structured programs.
The message is unmistakable: civil‑rights protections apply to everyone — without exception.
This shift aligns directly with NCFM’s mission and decades of casework. It also signals that federal agencies may now take seriously the kinds of complaints NCFM has long helped individuals prepare.
How This Federal Shift Directly Impacts California — and the Unruh Civil Rights Act
California’s Unruh Civil Rights Act stands as one of the broadest anti‑discrimination laws in the United States. It prohibits any business establishment in California from discriminating based on sex, race, color, ancestry, national origin, disability, medical condition, religion, age, sexual orientation, citizenship, primary language, immigration status, and more.
For NCFM’s work, the Unruh Act is especially powerful because it:
- Applies to businesses, not just employers.
- Protects customers, not just employees.
- It covers pricing, access, membership, events, and programs.
- Prohibits sex‑exclusive and race‑exclusive offerings unless a narrow statutory exception applies.
- Allows statutory damages, making enforcement viable even for small cases.
Most importantly, the Unruh Act is fully group‑neutral — just like Title VII.
That means:
- Men are protected.
- White men are protected.
- No business may offer “women‑only” or “minority‑only” benefits, pricing, or programs unless a specific statutory exemption applies.
This is exactly the legal terrain NCFM has mapped for decades.
NCFM’s International Work: A Global Commitment to Equal Protection
NCFM’s commitment to universal civil rights extends far beyond U.S. borders. For years, we have supported and collaborated with international advocates working to protect men and boys from discrimination and human‑rights violations.
Africa (Kenya, Ethiopia, Uganda)
We support grassroots activists challenging non‑therapeutic circumcision and advocating for bodily integrity. We fund travel for African advocates to attend international conferences, distribute educational materials tailored to local contexts, and help elevate African voices in global human‑rights forums.
Republic of Georgia
We support efforts to challenge gender‑biased conscription policies and collaborate with local reformers seeking equal treatment in national service laws.
Europe (UK, EU nations)
We provide research and advocacy support on issues including non‑therapeutic circumcision, discriminatory retirement systems, and gender‑exclusive government programs. We engage with European activists and scholars to promote gender‑neutral legal standards.
Global Conferences and Education
We present at international human‑rights conferences, share NCFM’s research on discrimination against men, and participate in cross‑border coalitions for gender‑neutral civil‑rights reform.
This global work underscores a simple truth: the principles the EEOC is now reaffirming are the same principles NCFM has advocated worldwide for decades.
Why This Moment Matters for NCFM
This alignment between federal enforcement and NCFM’s long‑standing advocacy creates a unique opportunity:
- It strengthens NCFM’s credibility with media, policymakers, donors, and the public.
- It increases the likelihood that the EEOC will take seriously the complaints of individual NCFM assists.
- It positions NCFM as one of the most experienced organizations in documenting discrimination against men, especially in DEI‑structured environments.
- It enables supporters to help NCFM scale its work at a moment when national attention is finally catching up to issues we have raised for 50 years.
A National Conversation Finally Catches Up
For years, some critics mischaracterized NCFM as fringe or controversial for raising concerns about discrimination against men. This included the Southern Poverty Law Center’s unsupported claim that NCFM is a “male supremacist hate group,” a label the SPLC applied without evidence and which NCFM formally challenged.
The SPLC’s designation also targeted NCFM’s president, Harry Crouch, despite NCFM’s long record of advocating for gender‑neutral civil rights, collaborating with women’s organizations, and supporting female survivors of violence. When challenged, the SPLC responded that it was merely expressing an “opinion,” acknowledging that its designation lacked verifiable factual grounding.
Of course, our comments about the SPLC, which we believe are clearly based in fact, are our opinion.
Today, the national conversation is shifting.
When the chair of the EEOC states that white men have been left behind in civil‑rights enforcement, and when the agency begins investigating discrimination arising from DEI‑based practices, it becomes clear that NCFM’s concerns were not fringe — they were early warnings.
This moment demonstrates that fairness is not a zero‑sum game. Protecting men does not harm women. Neutral enforcement strengthens the entire civil‑rights system. Acknowledging discrimination against white men does not diminish the discrimination others face; it simply affirms that every person deserves equal protection under the law.
NCFM’s mission remains clear:
We advance the equal rights of men and boys, promote gender equality, and work to ensure that civil‑rights laws apply fairly and without bias to all people.
The EEOC’s new direction does not change our mission — it validates it.
As the national conversation evolves, NCFM will continue to lead with integrity, evidence, and compassion. We will support individuals who face discrimination, advocate gender‑neutral laws and policies, and work toward a society where fairness is universal, not selective.
Civil rights belong to everyone. NCFM will continue fighting to ensure that promise is kept — in Washington, California, and across the world.
