The Equal Employment Opportunity Commission (EEOC) has ruled, 3 to 2, that Title VII of the Civil Rights Act of 1964 bars sexual orientation-based employment discrimination as a form of sex discrimination, which Chris Geidner at BuzzFeed called “a groundbreaking decision to advance legal protections for gay, lesbian, and bisexual workers.”
The EEOC’s ruling deals with sexual orientation (lesbian, gay, bisexual); the agency had previously found that discrimination on the basis of gender identity, transitioning, or transgender status was covered by the civil rights statute as sex discrimination, and has sued employers on that premise.
But as Walter Olson of the Cato Institute has noted in a series of posts, including here, courts have built a record of knocking down the EEOC on its stretchy interpretations of law. (Geidner’s article claims the contrary, but Olson’s evidence seems persuasive.)
To the extent that an employer could, say, fire a lesbian employee based on provable bias but not fire any of the heterosexual women it employs, the claim of anti-female animus (the basis of what has generally been deemed sex discrimination under the statute) would seem difficult to prove. Still, it will be interesting to see how this plays out, and it could even end up before the Supreme Court.
More. From libertarians who strongly support same-sex marriage. Walter Olson blogs: EEOC: Let Us Imagineer ENDA For You. And from Scott Shackford at Reason.com: EEOC Attempts to Administratively Implement Protections Against Anti-Gay Discrimination.
From our comments, Craig123 writes:
You can support nondiscrimination and still think the EEOC sholudn’t be stretching the law beyond its limits, because if (as is widespread under this administration) the law means anything that a federal agency says it means, some day an administration you don’t like is going to come in and declare, by fiat, that all the laws you like don’t actually say what they say.
These are valid concerns not to be lightly dismissed or, per some, vilified. It’s also possible that the EEOC’s ruling, if it stands, would be less offensive to individual liberty than the broad federal statute activists now demand, applying the race-discrimination standard to sexual orientation regarding employment and public accommodations (which, for them, includes providing creative services in support of same-sex weddings, with no religious exemptions).