FAIR Act

Prevention of certain employment requirements: The bill would prohibit electric utilities from requiring employees to undergo training or sign statements that assert any race, color, ethnicity, religion, biological sex, or national origin is inherently superior or inferior, oppressive or oppressed, or privileged or unprivileged (Section 2, Paragraph 22, B).

Limitation of specific corporate policies: The bill restricts utilities from using social considerations like corporate board or workforce composition quotas based on race, color, ethnicity, sex, or national origin (Section 2, Paragraph 23, C, ii).

Restriction on certain supplier diversity programs: The bill limits supplier diversity programs that grant preferences based on race, color, ethnicity, sex, or national origin, unless they are required by law (Section 2, Paragraph 23, C, ii).

Focus on economic factors: The bill states that environmental considerations can still be considered if they are directly tied to pecuniary impacts such as cost reduction, reliability enhancement, or compliance with law (Section 2, Paragraph 23, C, i).

Restrictions on environmental and social initiatives: The bill would prohibit utilities from considering environmental justice initiatives or climate change policies when establishing rates or making operational decisions, unless they are tied to specific cost or reliability reasons (Section 2, Paragraph 23, C, i).

Limitations on corporate governance: The bill prevents the adoption of corporate governance policies if they are primarily for advancing political, ideological, or social objectives unrelated to utility operations or ratepayer costs (Section 2, Paragraph 23, C, iii).

Prohibition of certain DEI practices: State regulatory authorities would be unable to approve rates for utilities that engage in practices such as discriminating for or against any person on the basis of race, color, ethnicity, religion, biological sex, or national origin (Section 2, Paragraph 22, A).