How the expansion of Title VII affects employer requirements
(1 min read)
On June 15, 2020, the United States Supreme Court expanded the protections against discrimination to include sexual orientation and gender identity. Though several states including California already have this protection in their statute, this new decision will bring all 50 states in line with including sexual orientation and gender identity as protected characteristics. According to the Court, “an employer who fires an individual merely for being gay or transgender defies the law.”
So how does this affect employers?
For one, employers are required to update their policies and procedures to ensure they are compliant with this new law, such as policies surrounding equal opportunity, sexual harassment and retaliation. This change will definitely impact hiring practices and overall workplace culture.
The second is for employers to make sure their required training has been updated to reflect these changes. Ensuring that your managers and employees are aware, understand and have the tools manage situations related to harassment against sexual orientation and gender identity will prevent incidents and minimize liability for the organization. Sometimes individuals are unaware of their behavior and the impact of their actions.
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