Workplace discrimination law in California isn’t a popularity contest, and the United States Supreme Court just made that point loud and clear. In Ames v. Ohio Department of Youth Services, a unanimous Court ruled that employees can’t be forced to meet a higher legal standard just because they belong to a majority group like being white, male, or heterosexual.
Matt Ruggles is an experienced employment attorney with over 30 years of litigating discrimination cases across California. Matt has represented workers from all walks of life including employees who were passed over, demoted, or fired because of race, gender, age, disability, or sexual orientation. He wrote this blog to explain how this new Supreme Court ruling affects your rights in the workplace and why it may help you get your case heard.
At the heart of this case is Title VII of the Civil Rights Act of 1964, the federal law that makes it illegal for employers to discriminate based on race, color, religion, sex, or national origin. Title VII applies to private and public employers nationwide and provides the legal framework that most workplace discrimination claims are built on.
This decision is a win for every employee in California. It confirms what the law has always intended: Title VII protects individuals, not just groups. Whether you’re gay or straight, white or Black, male or female, if you’re treated differently because of a protected characteristic, that’s illegal. And now the United States Supreme Court has made it harder for employers to dodge accountability.
The United States Supreme Court Case: Ames v. Ohio Department of Youth Services
Marlean Ames had been working for the Ohio Department of Youth Services since 2004. She’s a straight woman who worked her way up to a program administrator position. In 2019, she applied for a new management role. The state interviewed her but chose to promote a lesbian candidate instead. Not long after, Ames was removed from her existing job, demoted to a lower-paid position she had previously held, and replaced by a gay man.
Ames filed a lawsuit claiming she was denied the promotion and demoted because of her sexual orientation arguing this was sex-based discrimination, which Title VII of the Civil Rights Act of 1964 prohibits.
But both the district court and the Sixth Circuit Court of Appeals dismissed her case using a controversial doctrine. They said that, because Ames is a heterosexual (i.e., a member of the “majority”), she had to meet an additional burden to make a valid discrimination claim. Specifically, she had to show “background circumstances” suggesting that her employer was the “unusual” type that discriminates against people in the majority.
That extra burden doesn’t exist for minority employees.
So, the question became: Can courts impose special hurdles for majority-group plaintiffs that don’t apply to others under Title VII?
The Supreme Court’s Answer: No
In a unanimous opinion written by Justice Ketanji Brown Jackson, the Supreme Court struck down the Sixth Circuit’s rule. The Court held that Title VII prohibits discrimination against any individual on the basis of race, sex, sexual orientation, or other protected characteristics without carving out different rules for people in majority or minority groups.
The Key Points of the Ames Case Decision by the United States Supreme Court
The Law Protects Individuals, Not Groups.
The text of Title VII makes it unlawful to discriminate against “any individual.” That’s not a typo or a technicality, it’s deliberate. Congress didn’t say the law only protects minorities or historically disadvantaged groups. If an employer treats someone worse because of their race, sex, or sexual orientation, it doesn’t matter whether that person is in the majority or the minority. It’s still illegal.
You Don’t Have to Prove You’re a Victim of “Unusual” Discrimination.
The Sixth Circuit’s rule forced people like Ames to show that their employer was unusually biased against majority-group employees. The Court rejected that logic. You don’t need to prove that your employer is uniquely bigoted. You just need to show what any other plaintiff has to show: that you were qualified, denied a benefit, and that the circumstances suggest discrimination.
A Uniform Standard Applies to Everyone for Workplace Discrimination in California.
The Court emphasized that the burden of proving discrimination under Title VII doesn’t shift depending on your identity. There are no second-tier plaintiffs in employment law. Straight, white, or male plaintiffs don’t have to jump through extra hoops. Everyone starts on equal footing.
Rigid Legal Formulas Don’t Belong Here.
The Court also criticized the idea of applying rigid checklists, like “background circumstances,” to every case. Discrimination cases are fact-specific. Courts need to look at the totality of the evidence, not impose artificial barriers based on the plaintiff’s demographics.
What This Court Ruling Means for California Employees and Workplace Discrimination
California already has some of the strongest anti-discrimination laws in the country under the Fair Employment and Housing Act (FEHA). FEHA covers more protected categories than federal law and offers broader remedies. But many California employees also rely on Title VII, especially in federal court or when suing large, interstate employers.
To understand how California law adds even stronger protections, read my blog: Fair Employment and Housing Act: How It Protects California Employees.
Affirms your right to bring a discrimination case, regardless of your identity.
Whether you’re part of a minority group or the majority, if you’re mistreated based on a protected trait, the law is on your side.
Closes a backdoor used by courts to dismiss legitimate cases.
Courts can no longer require additional “background circumstances” proof just because you’re in a majority group. This levels the playing field.
Strengthens your ability to get to trial.
Many workplace discrimination in California cases hinge on whether the employee can establish a “prima facie” case, that is, enough initial evidence to proceed. The Ames decision makes it clear that courts can’t raise the bar for certain plaintiffs. That’s a win for justice.
What to Do If You’re the Victim of Workplace Discrimination in California
If you believe you’ve been discriminated against at work, whether based on race, gender, sexual orientation, disability, or any other protected trait, you need to act strategically. Employers don’t admit wrongdoing. They deny, deflect, or paper over the facts. Here’s what I recommend:
Step #1: Document Everything
Start building your timeline immediately. Write down what happened, when it happened, who was involved, and who witnessed it. Save emails, texts, performance reviews, Slack messages or anything that shows unfair treatment, changes in behavior, or retaliation. Don’t rely on memory, and don’t assume HR is doing this for you.
Step #2: Don’t Quit
Quitting will almost always hurt your case. No matter how hostile or unfair things feel, walking out gives your employer the ability to argue that you left voluntarily. That weakens your legal position and may cost you severance, unemployment, or damages. Talk to a lawyer first.
Step #3: Stay Professional
Yes, you’re angry. That’s normal. But the moment you lose your cool, your employer will use that against you. Don’t send angry emails. Don’t vent in meetings. Don’t take the bait. Keep your communications clear, direct, and calm. Let your employer act badly; you stay clean.
Step #4: Report Workplace Discrimination in California Using the Company’s Internal Procedures
Use your company’s complaint process. File a written complaint with HR or your manager and clearly state that you believe you are being treated differently because of a protected trait like race, gender, age, or sexual orientation. This creates a paper trail. Don’t assume they’ll fix it. Let them know they’re on notice.
How to Write an Email Complaining About Discrimination
Keep it short and to the point. You’re not writing a memoir, and you’re not trying to convince them of anything. You’re creating a record. Here’s what that might look like:
Subject: Formal Complaint of Workplace Discrimination
Hi [Manager/HR],
I’m writing to formally raise a concern about what I believe to be workplace discrimination. I’ve experienced [brief description e.g., being demoted, excluded from meetings, or passed over for promotion] that I believe is related to my [race, gender, disability, age, sexual orientation, etc.].
I would like this concern documented and addressed. Please let me know what steps I should take next.
Thank you,
[Your Name]
Send it from your personal email if you’ve already been locked out of your work account. Keep a copy.
Step #5: Don’t Sign Anything Without Legal Advice
If HR puts a severance agreement, a “last chance” memo, or a performance improvement plan in front of you, don’t sign it until you’ve spoken with a lawyer. These documents are almost always drafted to protect the company, not you. Signing away your rights for a few weeks’ pay may not be worth it.
Step 6: Talk to an Employment Attorney
Discrimination law is complex. Not every bad manager or unfair decision is illegal. But many are and you won’t know until you get experienced legal eyes on your case. At the Ruggles Law Firm, we’ve helped California employees take strong, smart action against employers who crossed the line. If you think something is off, let’s talk.
Final Thoughts from Matt Ruggles
You don’t have to prove your employer is an “unusual discriminator.” You don’t need to explain why you, as a member of the majority, were the target. If the facts suggest you were treated differently because of a protected characteristic, that’s enough to move forward.
If you’ve been demoted, passed over, or fired, and you believe discrimination played a role, let’s talk. You may have more legal options than you think.
Contact the Ruggles Law Firm at 916-758-8058 to Evaluate Your Potential Lawsuit
Matt Ruggles has a thorough understanding of California employment laws and decades of practical experience litigating employment law claims in California state and federal courts. Using all of his knowledge and experience, Matt and his team can quickly evaluate your potential claim and give you realistic advice on what you can expect if you sue your former employer.
Contact the Ruggles Law Firm at 916-758-8058 for a free, no-obligation consultation.
Blog posts are not legal advice and are for information purposes only. Contact the Ruggles Law Firm for consideration of your individual circumstances.
