Cracker Barrel is under legal scrutiny after America First Legal filed complaints accusing the company of illegally using race and gender in its hiring and promotion practices under its DEI programs. The complaints demand investigations at both state and federal levels.
Key Facts:
- America First Legal (AFL) filed civil rights complaints against Cracker Barrel with the Tennessee Attorney General and the EEOC.
- AFL alleges Cracker Barrel uses race- and gender-conscious employment practices under its DEI initiatives.
- Complaints cite company documents, internal filings, and language from Cracker Barrel’s own reports and website.
- Programs like BRGs and DELTA allegedly provide benefits and leadership pipelines to employees based on identity.
- Cracker Barrel has not responded publicly to the allegations at the time of reporting.
The Rest of The Story:
The legal watchdog group America First Legal (AFL), known for its pro-Trump leanings, filed complaints on Monday with both the Equal Employment Opportunity Commission (EEOC) and the Tennessee Attorney General.
The filings accuse Cracker Barrel of violating civil rights laws through employment practices that favor race and gender considerations as part of its Diversity, Equity, and Inclusion (DEI) initiatives.
AFL bases its case on publicly available data, company reports, and language from Cracker Barrel’s own statements and Securities and Exchange Commission (SEC) filings.
The complaint highlights Business Resource Groups (BRGs) such as “Be Bold,” which aims to promote Black leadership, and “HOLA,” focused on Latino recruitment and retention.
Other groups target women, LGBTQ individuals, and neurodiverse employees.
Cracker Barrel’s internal documents describe strategic actions to attract and retain talent from “diverse backgrounds,” and internal reports categorize leadership as either “Diverse” or “Not-Diverse.”
AFL claims this practice discriminates against heterosexual white males and violates Title VII of the Civil Rights Act and Tennessee’s Human Rights Act.
The DELTA program, another target in the complaints, seeks to fast-track “diverse” employees into leadership roles.
A SEC filing notes the company has seen increased representation among women and minorities in several staff levels since 2022.
AFL wants both state and federal agencies to investigate Cracker Barrel’s internal communications and hiring practices, alleging the company may be using third-party contractors to evade civil rights law.
Despite multiple attempts, Cracker Barrel has not issued a comment.
We take no pleasure in reporting that @CrackerBarrel has fallen.
A once family friendly establishment has caved to the mob. pic.twitter.com/IM0p1NT20S
— Texas Family Project (@FamilyProjectTX) June 8, 2023
Commentary:
If the allegations are true, Cracker Barrel’s leadership is walking a dangerous legal line.
Race-based hiring and advancement are illegal, full stop.
Any business still running these DEI-based pipelines after the Supreme Court rulings and state-level reforms is begging for lawsuits.
While the Biden administration may have spent four years encouraging DEI programs, the laws have not changed.
Title VII of the Civil Rights Act applies to all races and genders, not just those deemed “diverse.”
The idea that one group should be fast-tracked while another is held back due to skin color or sex is not just unethical—it’s unlawful.
Cracker Barrel’s own filings and marketing materials proudly promote these policies.
That makes it hard for executives to claim ignorance.
The company didn’t quietly roll out a mentoring program. They publicly announced initiatives with language that sounds tailored to trigger legal action.
What’s more, Cracker Barrel hasn’t exactly been a financial success story in recent years.
It’s worth asking whether the company’s focus on social engineering over merit-based advancement has contributed to its stagnation.
Customers may come for biscuits and country charm—but they may stay away if they sense politics on the menu.
If companies like Cracker Barrel want to build leadership pipelines, they should focus on performance, not identity.
That’s not just fair; it’s the law.
And now that AFL is calling attention to these practices, others may follow. Tennessee’s Attorney General is unlikely to ignore this kind of evidence.
The fact that Cracker Barrel rebranded its DEI page to “Culture and Belonging” suggests it knew its approach might raise red flags.
But a name change doesn’t change the facts. If AFL’s complaint holds up, this could be the beginning of a long and costly legal mess for the company.
The Bottom Line:
Cracker Barrel is facing serious allegations from America First Legal over its DEI practices, which may have violated state and federal civil rights laws.
If proven true, the company could face legal consequences and public backlash for prioritizing identity over merit.
Race-based hiring isn’t just controversial—it’s illegal.
Businesses would be wise to take note.
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