WASHINGTON, D.C. — In a unanimous decision on Thursday, the U.S. Supreme Court ruled in favor of expanding legal protections for employees in reverse discrimination cases—those brought by members of majority groups, such as white or heterosexual individuals.

The justices sided with Marlean Ames, a longtime employee of the Ohio Department of Youth Services, who argued she was denied a promotion and later demoted because she is straight—while both positions she sought were awarded to LGBTQ colleagues.

Writing for the court, Justice Ketanji Brown Jackson made it clear: civil rights laws protect everyone, not just minority groups.

“By establishing the same protections for every ‘individual’—without regard to that individual’s membership in a minority or majority group—Congress left no room for courts to impose special requirements on majority-group plaintiffs alone,” Jackson wrote.

What This Means

The ruling strikes down a legal standard that previously made it more difficult for majority-group employees to pursue discrimination claims in 20 states and the District of Columbia. In these jurisdictions, plaintiffs like Ames had to meet an extra burden of proof—offering so-called “background circumstances” to suggest that reverse discrimination was even possible.

That meant showing statistical evidence of bias, or proving that decision-makers were part of a minority group—an additional hurdle not required for other discrimination claims.

But the Supreme Court now says that bar is unfair and inconsistent with the intent of Title VII of the Civil Rights Act of 1964, which prohibits sex discrimination in the workplace.

Case Background

Ames, who has worked with the Ohio agency for over two decades, claims she lost out on a job opportunity because of her sexual orientation. After being denied the promotion, she was also demoted. The trial court and the 6th U.S. Circuit Court of Appeals previously dismissed her claim, saying she failed to meet the extra criteria expected in reverse discrimination cases.

That extra requirement is now gone, thanks to the high court’s decision.

Why It Matters

This ruling sets a significant precedent: moving forward, all individuals bringing discrimination claims under Title VII—whether they belong to a majority or minority group—must be treated equally under the law.

For employers, HR departments, and legal teams, this decision broadens the range of viable workplace discrimination lawsuits and underscores the importance of neutral, unbiased employment practices across the board.

Bottom Line

The Supreme Court’s message is clear: discrimination protections apply to everyone, and courts can’t impose tougher standards just because a plaintiff belongs to a majority group. The decision is being hailed as a victory for legal consistency—and for employees who’ve long felt that their claims were dismissed before ever seeing a fair day in court.

Source: AP News – Supreme Court makes it easier to claim ‘reverse discrimination’ in employment, in a case from Ohio

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Settlement Details

The agreement, which received preliminary approval last week from Judge Charles Adams of the Santa Clara County Superior Court, will benefit a class of at least 6,632 employees who worked at Google in California between February 15, 2018, and December 31, 2024. The judge described the settlement as fair, reasonable, and a positive outcome for the affected employees.

Despite agreeing to the settlement, Google denies any wrongdoing. Company spokesperson Courtenay Mencini reaffirmed Google’s commitment to fair pay, hiring, and career advancement, stating:
“We continue to disagree with the allegations that we treated anyone differently and remain committed to paying, hiring, and leveling all employees fairly.”

Claims Against Google

The lawsuit was led by Ana Cantu, a former Google employee who identifies as Mexican and racially Indigenous. Cantu filed the suit on behalf of Hispanic, Latinx, Indigenous, Native American, American Indian, Native Hawaiian, Pacific Islander, and Alaska Native employees.

According to the lawsuit:

• Cantu excelled in her role over seven years in Google’s People Operations and Cloud departments but was denied promotions and salary increases.
• White and Asian employees were allegedly placed in higher job levels for performing the same work.
• Employees who raised concerns reportedly faced withheld raises and promotions.
• The lawsuit argued that Google’s actions violated the California Equal Pay Act.

Cantu left Google in September 2021.

Exclusion of Black Employees from the Class

As part of the settlement, Black employees were excluded from the class after negotiations between Cantu’s lawyers and Google. The decision to remove Black employees from the class was a key factor in finalizing the settlement agreement.

Financial Breakdown of the Settlement

Of the $28 million settlement, net proceeds will total $20.4 million after deductions, which include:

• $7 million for legal fees and penalties related to California’s Private Attorneys General Act.
• Other administrative costs related to the case.

A final approval hearing for the settlement is scheduled for September 11.

Next Steps

As the court reviews the settlement for final approval, impacted Google employees in California will have the opportunity to claim their share of the settlement funds. Meanwhile, Google continues to defend its employment practices, despite agreeing to resolve the case.

Cantu’s legal team has yet to comment on the settlement as of Tuesday.

This case underscores the ongoing challenges surrounding pay equity and career advancement in major tech companies, raising broader questions about diversity, inclusion, and corporate accountability in Silicon Valley.

Source: CNN – Google agrees to pay $28 million to settle claims it favored white and Asian workers

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A lawsuit filed in California Superior Court on Friday alleges that former Fox Sports host Skip Bayless made repeated unwanted advances toward a hairstylist, including an offer of $1.5 million for sex. The plaintiff, Noushin Faraji, who worked as a hairstylist for Fox Sports for over a decade, is seeking unspecified damages from Bayless, Fox Sports, and its parent company, Fox Corporation.

Allegations Against Bayless

Faraji claims Bayless’s advances began in 2017 and continued until 2023. According to the lawsuit, his behavior included lingering hugs, kisses on the cheek, and comments suggesting he could “change her life” if she agreed to have sex with him. In 2021, Bayless allegedly offered Faraji $1.5 million for sex and later threatened her job after she refused.

The lawsuit details Faraji’s attempts to maintain professionalism, emphasizing that she repeatedly rebuffed Bayless while being cautious to remain polite due to her position.

Hostile Work Environment at Fox Sports

The complaint further alleges that Fox Sports fostered a hostile work environment, allowing senior executives and on-air personalities, including Bayless, to engage in abusive behavior without consequences. Faraji says she remained silent for years, fearing retaliation, and claims she was ultimately fired in 2024 for “fabricated” reasons.

Fox Sports, in a brief statement, said it takes the allegations seriously but declined further comment due to the ongoing litigation.

Bayless’s Exit from Fox Sports

Skip Bayless’s tenure at Fox Sports ended in 2024 after the cancellation of his show, following a sharp decline in ratings after the departure of his co-host, Shannon Sharpe. Efforts to reach Bayless for comment have been unsuccessful, and his attorney, Jared Levine, has not responded to media inquiries.

Broader Workplace Issues

In addition to sexual harassment claims, the lawsuit alleges that Fox employees were denied full wages and overtime pay, seeking class-action status on behalf of others affected by these alleged practices.

Faraji’s lawsuit comes years after Fox Sports fired its head of programming in 2017 amid a separate sexual harassment investigation.

Faraji Goes Public

The Associated Press typically does not identify individuals alleging abuse unless they choose to go public. Faraji, by filing the lawsuit, has chosen to identify herself, asserting that it is important to speak out about her experiences at Fox Sports.

This lawsuit raises serious questions about the corporate culture at Fox Sports and the protections in place for employees subjected to harassment and workplace abuse. Further developments are expected as the case proceeds.

Source

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