Supreme Court Extends Employment Protection to LGBTQ Workers

06Jun

Monday, the US Supreme Court ruled that the Civil Rights Act protects gay and transgender workers from employment discrimination.

It is a decision that extends the protection nationwide and affirms a practice we at Green Key Resources have always followed.

“At Green Key Resources, equal employment opportunity has been, and will continue to be a fundamental principle,” said Adina Goldman, Director of Human Resources. “We’ve always been committed to a program of equal employment and advancement opportunity for all workers.”

“We’re pleased with the Supreme Court’s ruling making it illegal for an employer to discriminate against someone based on their sexual orientation or gender identity, which is directly aligned with Green Key’s existing principles.”

The Court’s decision surprised LGBTQ activists, not only because of its 6-3 majority, but also because it was authored by Neil Gorsuch, the first of President Trump’s two conservative appointees.

In the 33 page majority opinion, Gorsuch declared, “An employer who fires an individual merely for being gay or transgender defies the law.”

Discussing the central part of the Civil Rights Act – Title VII – Gorsuch wrote, “The statute’s message for our cases is equally simple and momentous: An individual’s homosexuality or transgender status is not relevant to employment decisions. That’s because it is impossible to discriminate against a person for being homosexual or transgender without discriminating against that individual based on sex.”

Justice Samuel Alito wrote a 54 page dissent which was joined in by Justice Clarence Thomas. Justice Brett Kavanaugh wrote a separate 28 page dissent.

The decision means that in the 25 states and 3 territories without explicit protections for LGBTQ people, it is now illegal to fire, refuse to hire or otherwise discriminate against them in the workplace. Other states and territories have state laws in place prohibiting discrimination on the basis of sexual identity, which are now supplemented by the Supreme Court’s decision.

Photo by Claire Anderson on Unsplash

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General Interest, Green Key News, Leadership + Management, Worklife

Jun 6, 2023

How to Keep Your Team Motivated

General Interest, Green Key News, Leadership + Management, Worklife

Jun 6, 2023

How to Keep Your Team Motivated

In a time when the job market is rapidly changing, layoffs are occurring in waves, and times are still a bit uncertain, it’s normal that your staff might need a little extra motivation in the workplace. If you’re an employer or manager, and feel like your staff is working on autopilot, there are ways to keep your team motivated with a clear head and productive environment.

Incentive programs

Reconfiguring bonuses and raises can help keep your team focused on their goals and work quality. For instance, if your organization generally gives bonuses around the holidays, consider splitting up the bonuses into a quarterly earning. Knowing an extra paycheck is coming every few month is an incentive to your employees. This can also be considered with commission structures.

Early communication

Always try to communicate early with your team if you know of any changes or slowdowns in the company or market. Keep an open line with between staff and manager. Employees respond more positively when they know their superiors are remaining empathetic and keeping their best interest at heart.

Growth opportunities

Your team members want to know advancement is in their future. Always be sure that you’re checking in on their performances every quarter in order to remind them of their growth opportunities. Knowing that a promotion or higher position is on the horizon will keep them motivated in the workplace. If possible, it is also ideal to offer employees assistance in obtaining a new degree or licensure to climb in their career.

Accepting failure

Try to support your employees when they have fresh, new ideas, even if you’re not quite sure how they will play out. They want to know their managers are not only listening, but taking them seriously as well. Indeed says, “If you criticize or publicly blast your employees’ failures, they’re going to lose the motivation to try something new. Accept that taking risks comes with some failure. Use it as an opportunity to learn and improve next time, so employees feel comfortable taking risks in the future.”

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