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On June 15, 2020, the Supreme Court of the United States handed down its decision in the case of Bostock v. Clayton County, Georgia.[1] The issue in the case was whether Title VII of the Civil Rights Act of 1964 prohibits employers from discriminating on the basis of sexual orientation or gender identity. The Court’s holding was that “an employer who fires an individual merely for being gay or transgender violates Title VII.”
This decision has significant implications for all employers, especially faith-based organizations who operate with religious convictions about human sexuality. This article will explain these potential implications and provide guidance for religious employers to avoid liability under Title VII.
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