Last week, Disparti Law attorney Jamaal Buchanan was interviewed by Fox 32 Chicago about the Supreme Court’s recent opinion in the Ames v. Ohio Department of Youth Services Case.
This important ruling has significant implications for employment law, particularly for plaintiffs pursuing discrimination claims who are not part of a protected minority. These cases, sometimes referred to as “reverse discrimination” cases, have historically been more difficult to bring in some judicial circuits that required an additional hurdle. The case dealt with the “background circumstances” test, which had previously imposed a higher standard of proof for plaintiffs from majority groups (such as white, heterosexual or male employees) when alleging discrimination under Title VII of the Civil Rights Act of 1964. In an important shift, the Court ruled that plaintiffs from majority groups are no longer required to meet the “background circumstances” test in order to pursue a case.
This decision removes a major obstacle in discrimination cases where the plaintiff is from a majority group and sets a precedent that ensures all plaintiffs, regardless of who they are, are held to the same standard when proving a claim of discrimination under Title VII. As Attorney Buchanan states, “discrimination is discrimination whether you are in the minority or majority group.” This shift aligns with the ultimate purpose of the Civil Rights Act of 1964 to prohibit discrimination on the basis of race, color, religion, sex, or national origin.
The plaintiff in Ames v. Ohio Department of Youth Services, a white, heterosexual female employee, claimed she was passed over for promotions in favor of a less qualified LGBTQ candidates. Ames argued that her employer, the Ohio Department of Youth Services, had intentionally discriminated against her on the basis of her sexual orientation violating her rights under Title VII.
For many years, plaintiffs from majority groups, faced the added burden of proving the existence of “background circumstances”—a legal hurdle where a plaintiff had to provide evidence that the employer was inclined to discriminate against majority group employees. This was a requirement in the 7th Circuit Appellate Court, which includes Illinois. Several other circuits also follow this test, while others do not. The Supreme Court took the case in part to resolve this inconsistency across the country.
In a unanimous decision, authored by Justice Ketanji Brown Jackson, the U.S. Supreme Court ruled that plaintiffs from majority groups no longer need to prove the existence of “background circumstances” for their claims to survive. The Court reasoned that Title VII’s prohibition on discrimination was intended to apply equally to all employees, regardless of their race or gender. As a result, the requirement for additional evidence of “background circumstances” was both unnecessary and unfairly burdensome.
The Court found that this rule had created a double standard, making it more difficult for employees from majority groups to assert valid claims of discrimination. By removing this extra layer of scrutiny, the decision ensures that all discrimination claims under Title VII will be subject to the same standards, simplifying the process for plaintiffs and making it easier to challenge discriminatory practices in the workplace by anyone.
What Does this Mean for Employment Cases?
This ruling has important implications for discrimination claims and the field of employment law. By eliminating the “background circumstances” rule, the Supreme Court has made it easier for all employees, regardless of race or gender, to bring discrimination claims under Title VII. This brings greater clarity and fairness to the legal process, allowing plaintiffs to focus on the core issue: whether they were discriminated against on the basis of race, gender, or other protected characteristics.
If you believe you have been the victim of discrimination in the workplace, no matter who you are, it is essential to consult with experienced employment law attorneys like the team at Disparti Law. We can help you understand your rights, understand the process of making employment law claims, and help you to navigate the complexities of discrimination law while aggressively pursuing your claim.
To see the whole story, visit Fox 32 Chicago’s website.
