A wing of the nation’s abortion giant is agreeing to pay $500,000 due to a federal racial discrimination investigation. The U.S. Equal Employment Opportunity Commission (EEOC) announced on Thursday that Planned Parenthood of Illinois “violated federal law when they segregated employees by race, subjected white employees to harassment, and engaged in disparate treatment against white employees regarding terms, conditions, and privileges of employment,” leading the abortion behemoth to pay a substantial fine to end the investigation.

“Segregating employees by race violates the core promise of our nation’s civil rights laws,” EEOC Chairwoman Andrea Lucas said in a statement. “Title VII guarantees equal treatment for every employee and prohibits race discrimination in America’s workplaces. Those protections equally apply to white workers. There is no DEI exception to Title VII’s requirements,” she continued. “Employers who deliberately separate workers or subject them to harassment because of their race, including white employees, violate federal law. The Commission will continue to enforce these protections to ensure equal opportunity for all.”

According to the EEOC, Planned Parenthood of Illinois mandated race-based “affinity caucuses” for employees, effectively segregating employees based on race. The abortion company also subjected white employees to “racially harassing statements” and mandated that employees attend diversity, equity, and inclusion (DEI) training sessions, during which white employees were told that they “are White and do not feel racism the same way non-White patients feel” and that “white supremacy is exerted at every level of oppression (individual, interpersonal, organizational, and societal).” “Affinity caucus” and DEI training attendance were required at least once a week for one- or two-hour sessions. The Illinois arm of Planned Parenthood also denied white employees paid time off opportunities afforded to black employees.

The EEOC announced that Planned Parenthood fired the manager responsible for much of the discriminatory misconduct unearthed by the investigation and has agreed to pay $500,000 through the EEOC’s “administrative conciliation process.” The conduct discovered by the EEOC violated Title VII of the Civil Rights Act, which bars discrimination on the basis of race.

Under Lucas and President Donald Trump, the EEOC has pledged to investigate instances of workplace racial discrimination against white Americans, particularly white males. Last month, for example, the EEOC filed a federal subpoena enforcement lawsuit against Nike, seeking information related to the company’s DEI programs and alleged discrimination against white employees. The federal agency accused Nike of engaging in “a pattern or practice of disparate treatment against white employees, applicants and training program participants in hiring, promotion, demotion, or separation decisions, including selection for layoffs; internship programs; and mentoring, leadership development and other career development programs.”

Another subpoena enforcement lawsuit was filed against Northwestern Mutual, based on reports that the financial services giant engaged in systemic discrimination against white male employees, repeatedly favoring female and minority employees for promotions, advancements, and salary increases. One employee who brought a charge against Northwestern Mutual alleged that he had been retaliated against for complaining about the company’s DEI initiatives.

The cases against Nike and Northwestern Mutual are still ongoing pending the completion of EEOC investigations.