#United States #Detroit #DEI Program #Comerica #James Spilko

Unpacking the $30 Million Lawsuit Against Comerica

In a shocking turn of events, Comerica Incorporated is embroiled in a significant employment discrimination lawsuit filed in the U.S. District Court for the Eastern District of Michigan. The lawsuit, which seeks damages estimated at over $30 million, alleges that the company’s Diversity, Equity, and Inclusion (DEI) program operates under unlawful principles that critics have labeled as “Soviet-style” personnel controls.

The Context of the Lawsuit

This legal action is particularly notable as it coincides with Comerica’s upcoming merger with Fifth Third Bancorp, scheduled for February 1, 2026. The complaint raises serious allegations that the DEI initiative, rather than promoting fairness and equality, has instituted systematic quotas that sideline merit in hiring and promotions.

Allegations Summary

The core of the lawsuit lies in accusations that Comerica's leadership, notably CEO Curt Farmer who is set to transition to Vice Chair of Fifth Third, has implemented a corporate culture deeply entrenched in quotas that affect both hiring and promotion decisions. Key claims from the lawsuit indicate:

• - Corporate-Level Quotas: The suit alleges that senior management's bonuses and performance ratings are directly linked to meeting these demographic quotas, bypassing proven qualifications and meritocracy.

• - Internal Reporting Manipulation: The plaintiff highlights that Comerica reported that 100% of its business units met their DEI goals for consecutive years. Critics argue that this statistic is misleading and suggests the company engaged in manipulative practices.

• - HR Control Tactics: To fulfill quota requirements, the lawsuit claims Comerica used centralized HR controls that rigorously monitored the selection of “preferred demographics” in leadership roles, often adjusting job titles, qualifications, or performance ratings to comply with these mandates.

The Plaintiff's Claims

James Spilko, a White male and Vice President at Comerica, is the main plaintiff in this case. He alleges that throughout his five-year tenure, he was denied nearly 30 promotion opportunities despite consistently receiving exemplary performance reviews. This brings to light broader concerns regarding fairness in corporate advancement, especially in the context of DEI initiatives.

Spilko claims that the company's practices have discriminated against him based on his demographic background, illustrating a troubling trend where merit-based recognition is overshadowed by enforced demographic standards.

Legal Perspective

James Fett, the attorney representing Spilko, emphasizes the importance of lawful DEI practices. He states, “Diversity is a laudable goal in employment and other aspects of life—as long as it is done legally.” These sentiments point to a crucial distinction in current corporate practices; while advocating for diversity is necessary, employing illegal methods to achieve demographic representation poses significant legal challenges.

Fett also notes that such practices are not only contained to Comerica but are being seen across major corporations throughout the United States. The rise in similar lawsuits indicates a growing movement, challenging the legality and ethics behind certain DEI implementations.

Conclusion

As the lawsuit unfolds, it brings to light the critical discussions surrounding employment equity and meritocracy in corporate America. Comerica's current standing amid this legal battle and its merger strategy with Fifth Third will be heavily scrutinized in the coming weeks. This case could serve as a pivotal moment in shaping how companies approach DEI initiatives while ensuring compliance with federal and state laws. The outcome may set a precedent, impacting how similar claims are handled across various industries, ultimately addressing the fine line between promoting diversity and maintaining fairness.

As corporate America navigates the complexities of diversity initiatives, this lawsuit may well become a cornerstone case that influences future policies and practices within workplaces nationwide.