Is Gender Identity a Protected Class?

The Obama era Equal Employment Opportunity Commission (EEOC) and Department of Justice (DOJ) would have said, “YES.”  Yesterday, the Trump Administration’s DOJ answered that question with a “NO,” reversing the federal government’s stance regarding whether gender identity is a protected class under Title VII of the Civil Rights Act of 1964 (Title VII).

Attorney General Jeff Sessions communicated in a letter to all U.S. Attorneys on October 4, 2017 that Title VII does not cover bias based on transgender status.  The letter reverses a position taken by former Attorney General Eric Holder in December 2014.  Attorney General Sessions wrote, “This is a conclusion of law, not policy” and “the Department of Justice must interpret Title VII as written by Congress.”

The DOJ’s revised position on gender identity is in direct conflict with the positon taken by the EEOC.  Currently, the EEOC considers discrimination against an individual because of gender identity, including transgender status and sexual orientation, a violation of Title VII.

Despite this change in position by the federal government, many state and local governments have enacted legislation that recognizes sexual orientation, gender identity, and transgender status as protected classes.  Employers should continue to monitor the issue on the federal level, but also consult these state and local resources with a view to update their policies and procedures related to equal employment opportunities.

This entry was posted in Employment Discrimination, Equal Employment Opportunity Commission (EEOC), Hiring Process, Workplace Problems and tagged , , , , , . Bookmark the permalink.

Speak Your Mind

Tell us what you're thinking...
and oh, if you want a pic to show with your comment, go get a gravatar!

This site uses Akismet to reduce spam. Learn how your comment data is processed.