US Judge Orders Penn to Share Data in Bias Probe

A federal judge has directed the University of Pennsylvania to provide employee-related records to the U.S. Equal Employment Opportunity Commission (EEOC) as part of an ongoing investigation into alleged antisemitic discrimination on campus.

U.S. District Judge Gerald Pappert ruled that while the university must comply with most parts of the administrative subpoena, it is not required to disclose employees’ affiliations with specific Jewish organizations or groups.

The court emphasized that employees have the right to decline participation in the investigation. However, the EEOC must be allowed to directly contact individuals to determine whether they have experienced or witnessed discriminatory behavior.

Privacy Protections and Limits

The judge clarified that the university does not need to provide information linking employees to Jewish-related organizations. Additionally, three independent Jewish groups—MEOR, Penn Hillel, and Chabad Lubavitch House—have been exempted from the disclosure requirement due to their legal and financial independence from the university.

The ruling sets a compliance deadline of May 1.

University Response

A spokesperson for University of Pennsylvania stated that the institution remains committed to combating antisemitism and all forms of discrimination. However, the university expressed concerns over privacy and constitutional rights.

The university also confirmed plans to appeal the decision, arguing that compiling lists of Jewish employees or sharing personal contact details could raise serious privacy and First Amendment issues.

Judge Criticizes Comparisons

In his ruling, Judge Pappert criticized comparisons made by the university and others that likened the EEOC’s actions to historical atrocities, including references to Nazi-era lists of Jewish individuals. He described such comparisons as “inappropriate” and unhelpful to the legal process.

Background of the Investigation

The EEOC probe was triggered by multiple reported incidents on campus, including:

• Antisemitic slurs directed at individuals

• Vandalism at a Jewish student center

• Swastika graffiti on university property

• Hate messages near campus facilities

The investigation also examines the university’s handling of protests related to the Gaza conflict and whether the campus environment has become hostile for Jewish employees.

EEOC’s Position

The U.S. Equal Employment Opportunity Commission has argued in court filings that identifying affected individuals is critical to assessing whether a hostile work environment exists.

According to the agency, direct outreach to employees is essential for gathering evidence and ensuring that discrimination claims are thoroughly examined.