In a significant decision on June 5, 2025, the U.S. Supreme Court unanimously ruled that Marlean Ames, a heterosexual woman from Ohio, can proceed with her lawsuit alleging reverse discrimination. The 9-0 decision clarifies that Title VII of the Civil Rights Act of 1964 prohibits employment discrimination against any individual, regardless of their majority or minority status.
Ames, who began working for the Ohio Department of Youth Services in 2004, claimed she was denied a promotion and subsequently demoted in favor of less-qualified LGBTQ+ colleagues. Lower courts had dismissed her case, requiring heightened proof due to her majority status. However, the Supreme Court rejected the need for additional evidentiary standards for majority-group plaintiffs. Justice Ketanji Brown Jackson, writing for the Court, stated that Title VII’s protections apply equally to all individuals, and courts should not impose special requirements on majority-group plaintiffs alone.
The ruling has significant implications for how reverse discrimination claims are assessed in the United States. Previously, certain federal appellate courts, including the Sixth Circuit, required majority-group plaintiffs to demonstrate “background circumstances” indicating an unusual bias against the majority. The Supreme Court’s decision eliminates this additional burden, ensuring that all individuals have equal access to legal remedies under Title VII.
Ames’s case now returns to the lower courts for further proceedings. Ohio officials have maintained that her demotion was due to restructuring efforts and not unlawful discrimination. The outcome of the case could influence future employment discrimination lawsuits and workplace diversity policies across the country.
