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There have been many important milestones in the struggle for equity, inclusion, and civil rights for LGBTQI+ individuals. In contrast, 17 states offer no legal protection against discrimination based on LGBTQI+ status. Wisconsin explicitly prohibits employment discrimination based on sexual orientation, but makes no mention of gender identity. In addition, nine states have extended existing sex discrimination laws to cover sexual orientation and gender identity. Ĭurrently, only 22 states and the District of Columbia have laws explicitly prohibiting workplace discrimination based on gender identity and sexual orientation. According to an NBC News analysis of data from the American Civil Liberties Union and Freedom for All Americans, nearly 670 anti-LBGTQI+ bills have been filed in state legislatures since 2018, 238 during the first three months of 2022 alone. However, despite the legal protections established by the EEOC, and state and federal courts, state legislatures continue to advance bills that target transgender people and limit legal protections for LGBTQI+ individuals.
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Equal Employment Opportunity Commission (EEOC), as well as many state and federal courts, recognized that discrimination based on sexual orientation or gender identity is a form of sex discrimination that violates Title VII.
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However, continued discrimination in housing, healthcare, schools, and other areas still present barriers to full equality for LGBTQI+ individuals.Įven before Bostock, the U.S. Clayton County, President Biden’s executive orders, and explicit employment discrimination protections codified into law in 22 states. Supreme Court’s landmark decision in Bostock v.
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LGBTQI+ rights have expanded through the U.S. Today, LGBTQI+ people openly serve in the military, appear in the media, and occupy prominent positions in government. They could easily be fired or denied a job because of their sexual orientation. Many LGBTQI+ people lived in isolation and secrecy. įive decades ago, homosexuality was considered a mental disorder. This article is based generally on EEOC documents and articles available to the public at EEOC’s website:, as well as EEOC case law, court decisions and past Digest articles. Virginia Andreu, Assistant Director, OFO’s Special Operations Division This article is a publication of EEOC’s Office of Federal Operations (OFO).