June 10, 2025 – On June 5, 2025, the U.S. Supreme Court issued a unanimous decision in Ames v. Ohio Department of Youth Services, significantly impacting how Title VII discrimination claims are evaluated, especially those brought by members of majority or traditionally empowered groups, such as white, male, or heterosexual employees. The case involved Marlean Ames, a heterosexual woman who had worked for the Ohio Department of Youth Services since 2004. In 2019, she was denied a promotion in favor of a lesbian woman and was later demoted, with her role filled by a gay man. Ames filed a Title VII lawsuit alleging discrimination based on her sexual orientation. Both the district court and the Sixth Circuit Court of Appeals dismissed her claims, reasoning that because she was a member of a majority group, she needed to present “background circumstances” showing that her employer was the rare kind that discriminates against majority-group individuals.

The Supreme Court rejected that reasoning, holding that Title VII does not impose a higher burden of proof on plaintiffs simply because they belong to a majority demographic group. The Court emphasized that the statute protects “any individual” from discrimination on the basis of race, color, religion, sex, or national origin, regardless of whether the individual is part of a majority or minority. By imposing additional evidentiary burdens only on majority-group plaintiffs, the Sixth Circuit’s rule violated both the text and spirit of Title VII, as well as prior Supreme Court precedent. The Court clarified that the initial step in a Title VII case, establishing a prima facie case of discrimination, is meant to be straightforward and not onerous, and it applies equally to all individuals.

This ruling has significant implications for employers nationwide and resolves any ambiguity as to whether “background circumstances” should be analyzed in the context of Title VII cases involving members of a majority group. Employers must now be prepared to defend their employment decisions with the understanding that all discrimination claims, regardless of the claimant’s group status, will be judged by the same standards. Employers should review internal promotion, hiring, and disciplinary processes to ensure they are applied consistently and free from bias. Employment decisions should be well-documented and based on legitimate, nondiscriminatory reasons, as they may now face increased scrutiny in court.

If you have any questions about this development, or how it might impact your company’s existing policies and procedures, please do not hesitate to contact the Kullman attorney with whom you work.