On June 5, 2025, the U.S. Supreme Court unanimously struck down an extra evidentiary hurdle that some federal courts had imposed on majority-group employees bringing workplace discrimination claims, commonly referred to as reverse discrimination claims. In Ames v. Ohio Department of Youth Services, the Court clarified that all workers—regardless of whether they’re in a majority or minority group—are subject to the same standard when alleging discrimination.
Case Summary
Marlean Ames, a straight woman, worked for Ohio’s Department of Youth Services for over 15 years. In 2019, she applied for a management role but was passed over for a lesbian woman. Later, Ames was demoted, and a gay man was hired to fill her previous position. Ames filed a lawsuit, claiming she was discriminated against because she is straight.
The Sixth Circuit Court of Appeals dismissed her claims, applying the so-called “background circumstances” rule. This rule required majority-group employees—such as white, male, or heterosexual workers—to provide additional evidence that their employer was the kind of unusual entity that discriminates against majority-group members. This rule had been adopted by the Sixth, Seventh, Eighth, Tenth, and D.C. Circuits, creating an uneven playing field for these claims.
The Supreme Court’s Ruling
In a straightforward opinion by Justice Ketanji Brown Jackson, the Court rejected the heightened standard, holding that federal anti-discrimination law applies equally to every employee, regardless of group membership. The Court explained that discrimination protections are for “any individual,” and courts cannot impose special burdens based solely on whether a plaintiff is in a majority group. This decision removes the additional barrier that some courts had created for majority-group employees. Now, all employees—whether part of a majority or minority group—have the same standard to meet when bringing forward claims of workplace discrimination.
If You Have Questions About Discrimination at Work
If you believe you have been treated unfairly at work—whether in hiring, promotion, or termination—because of your race, sex, or other protected characteristic, an experienced California employment attorney can help you evaluate what happened, explain your options, and guide you through the next steps.