U.S. Supreme Court clarifies standard for majority-group discrimination claims under Title VII

On June 5, 2025, the U.S. Supreme Court issued a unanimous decision in Ames v. Ohio Department of Youth Services, No. 23-1039, holding that workers who are members of majority groups—such as White, male, or heterosexual—are not subject to a heightened evidentiary burden when bringing claims of employment discrimination under Title VII. The case arose when Marlean Ames, a heterosexual employee of the Ohio Department of Youth Services, alleged that she was passed over for a promotion in favor of a less qualified homosexual candidate. Ames had applied for the position of Bureau Chief, and contended that despite her qualifications and experience, the promotion was awarded to another candidate based on considerations of diversity, equity, and inclusion.

The case reached the Supreme Court after the lower courts found that Ames needed to show “background circumstances to support the suspicion that the defendant is that unusual employer who discriminates against the majority.” Ames argued that she was required to present evidence beyond what would be required of a minority-group worker.

Writing for the Supreme Court, Justice Ketanji Brown Jackson explained that Title VII’s protections apply equally to all individuals, regardless of their demographic group, and that the standard for establishing a prima facie case of discrimination does not vary based on the plaintiff’s status as a member of a majority or minority group. The Court emphasized that the standard to which the lower courts held Ames was inconsistent with the plain text of Title VII, which prohibits discrimination against any individual, and that imposing additional evidentiary burdens on majority-group plaintiffs was not supported by the statute.

The Supreme Court’s ruling makes clear that all employees, regardless of their demographic background, are entitled to the same evidentiary standards when alleging discrimination under Title VII. Employers should review their employment practices and ensure that all discrimination claims are evaluated under a uniform standard.

If you have any questions regarding Title VII and the Supreme Court's decision, reach out to the Labor and Employment practice group at McDonald Hopkins.