Bostock v. Clayton County overcame some major hurdles in the past year when it comes to protecting the LGBTQ+ community in the workplace.
This landmark case held that Title VII of the Civil Rights Act of 1964 protects employees against discrimination because they’re gay or transgender. However, Title VII only covers employers with 15 employees or more.
LGBTQ+ workplace issues addressed
Obviously, we still have work to do. Part of that is addressing questions that have cropped up since Bostock, such as:
- Use of pronouns: A person should use whatever pronoun they’re comfortable with for nameplates, email signatures, etc.
- Use of restrooms/locker rooms: This issue crops up when someone is transitioning. They should use whatever room their gender presentation is consistent with. If other people are uncomfortable, they can leave in a respectful way.
- Religious objection: Not wanting to work with someone of the LGBTQ+ community is unacceptable. It’s the same as not wanting to work with someone of a different nationality and shouldn’t be tolerated.