In a landmark ruling on June 5, 2025, the U.S. Supreme Court unanimously sided with Marlean Ames, a straight woman from Ohio, who alleged she was a victim of workplace discrimination. The decision, which will have wide-ranging effects on how employment discrimination cases are handled, overturns previous rulings that imposed a higher burden of proof on majority-group plaintiffs—such as white, male, or heterosexual individuals.

Ames had worked for the Ohio Department of Youth Services for more than two decades. She claimed she was unfairly passed over for a promotion and later demoted in favor of less-qualified LGBTQ colleagues. Her lawsuit was initially dismissed by lower courts, which required her to provide “background circumstances” suggesting her employer had a pattern of discriminating against majority groups—a legal standard not applied to minority plaintiffs.

The Supreme Court’s unanimous decision, written by Justice Ketanji Brown Jackson, ruled that this double standard was inconsistent with the Civil Rights Act of 1964. “Title VII does not impose a heightened standard on majority group plaintiffs,” Jackson wrote, affirming that anti-discrimination protections apply equally to everyone, regardless of race, gender, or sexual orientation. This decision resolves a split among federal appeals courts and is expected to make it easier for members of majority groups to pursue what are often referred to as “reverse discrimination” claims. Legal experts say it could lead to a rise in such cases, particularly amid increasing scrutiny of diversity, equity, and inclusion (DEI) programs in workplaces.

While the Court did not rule on the validity of Ames's claims—only that her case can proceed in the lower courts—it marks a significant moment in civil rights law. Critics argue it could chill DEI efforts, while supporters say it reinforces the principle of equal treatment under the law. As Ames’s case returns to the lower courts, it is likely to become a high-profile test case in defining the future boundaries of workplace equality and anti-discrimination law.