Supreme Court Clarifies Title VII Standards

On June 5, the Supreme Court issued a unanimous opinion in the closely watched case Ames v. Ohio Department of Youth Services. The ruling confirms that plaintiffs who are members of a “majority group” are not required to demonstrate “background circumstances” to proceed with a claim of discrimination under Title VII of the Civil Rights Act of 1964.

The case was brought by Marlean Ames, a heterosexual woman who has worked for the Ohio Department of Youth Services since 2004. Ames alleged that in 2019, she was denied a promotion and later demoted — both times replaced by LGBTQ+ candidates. She said her employer made these employment decisions because of her sexual orientation, in violation of Title VII.

In its opinion, the court emphasized a foundational principle: Title VII prohibits discrimination “because of” protected characteristics, and this applies regardless of a person’s membership in a majority or minority group. The justices underscored that the initial burden to establish a claim under Title VII is intentionally low — designed to shift the responsibility to the employer to provide a legitimate, nondiscriminatory reason for the employment action in question.

In response, SHRM Chief of Staff, Head of Government Affairs, and Corporate Secretary Emily M. Dickens, J.D., remarked the decision “should prompt organizations to reassess how they approach employment decisions, including hiring, promotions, terminations, and other workplace actions. Additionally, businesses should be diligent in maintaining proper documentation of these decisions to ensure compliance.”

Dickens added in her LinkedIn post, “[F]or employers, the takeaway is straightforward: continue to focus on legitimate, well-documented, and transparent decision-making processes. This decision doesn’t create new rights—it ensures that the law is applied fairly and consistently.”

SHRM followed the case closely. To support HR professionals navigating the implications of this decision, SHRM offers several on-demand webinars and resources, including:

• Ames v. Ohio: Reinforcing Equal Opportunity for All Employees
• From Statute to Standard: How Courts Interpret Title VII and Other Workplace Discrimination Laws

Stay informed and prepared: Understanding rulings such as Ames is essential to maintaining compliant and inclusive workplaces.