JOURNAL OF BUSINESS DIVERSITY
LGBTQ Equal Employment v. Religious Liberty Objections What Employers Should Accommodate
Author(s): Michael T. Zugelder
Citation: Michael T. Zugelder, (2021) "LGBTQ Equal Employment v. Religious Liberty Objections What Employers Should Accommodate," Journal of Business Diversity, Vol. 21, Iss. 1, pp. 10-17
Article Type: Research paper
Publisher: North American Business Press
Abstract:
The Supreme Court’s decision in Bostock v Clayton County Georgia, (2020), held that America’s LGBTQ employees are within the protection of Title VII of the Civil Rights Act of 1964. However, there have been concerns that inclusion may burden religious liberties. Firm wide religious objection to equal employment of LGBTQ employees rest on very narrow grounds. When employees make religious objections, employers should be flexible, tolerant, and use good judgement in deciding whether and to what degree to accommodate them. Employers must protect equal employment opportunities and should strive to create a culture of inclusion and respect.
