**Title:** EEOC Prioritizes Gender Identity Discrimination Cases Lowest
**Meta Description:** The EEOC has classified new gender identity discrimination cases as its lowest priority, impacting protections for transgender and nonbinary workers.
**URL Slug:** eeoc-gender-identity-discrimination-priority
**Headline:** EEOC Classifies Gender Identity Discrimination Cases as Lowest Priority
The U.S. Equal Employment Opportunity Commission (EEOC) has recently decided to classify all new cases of gender identity-related discrimination as its lowest priority, effectively placing them on indefinite hold. This decision comes in the wake of President Donald Trump’s executive order, issued on January 20, which mandates that the government recognize only two immutable sexes: male and female.
During a meeting held on Wednesday, agency employees were informed that staff responsible for handling incoming discrimination charges should categorize these cases as “C,” the lowest classification in the EEOC’s system, typically reserved for claims deemed meritless. This directive was communicated during a Microsoft Teams meeting led by the EEOC’s national intake coordinator, attended by intake supervisors, district directors, and support staff. Employees who participated in the meeting requested anonymity due to restrictions on discussing internal matters.
An EEOC spokesperson declined to comment on the specifics of the meeting, citing federal law that prohibits discussion of investigatory practices. This latest move marks a significant shift in the EEOC’s approach to defending the rights of transgender and nonbinary workers, reflecting a broader trend in civil rights enforcement under the Trump administration. Earlier this year, the EEOC also moved to dismiss seven pending lawsuits that alleged discrimination against transgender and nonbinary individuals.
Andrea Lucas, the Acting Chair of the EEOC and a Republican appointee, has indicated that one of her priorities is to implement Trump’s executive order regarding gender and to uphold what she describes as the “biological and binary reality of sex.” Previously, she had instructed that any discrimination charge related to gender identity should be escalated to headquarters for further review. However, the recent decision to categorize these complaints as low priority effectively undermines the recourse available to transgender and nonbinary individuals facing workplace discrimination.
Chai Feldblum, a former EEOC commissioner, expressed concern over this classification, stating that it pre-determines the merit of these cases as lacking validity. Feldblum noted that while the previous directive provided a semblance of due consideration, the current approach of labeling these cases as “C” charges indicates a failure to fulfill the agency’s responsibilities.
Despite this setback, the EEOC has stated that it will still issue “right to sue” notices for gender identity-related cases upon request, allowing workers the option to pursue legal action independently. The agency will also accommodate requests for mediation, although if mediation does not succeed, the EEOC will not take further action.
In summary, the EEOC’s recent decision to deprioritize gender identity discrimination cases raises significant concerns about the protections available to transgender and nonbinary workers, limiting their options for recourse in the workplace.
**FAQ Section:**
**Q: What does the EEOC’s new classification of gender identity cases mean for workers?**
A: The EEOC’s decision to classify gender identity discrimination cases as the lowest priority limits protections for transgender and nonbinary workers, effectively putting their complaints on hold and reducing their options for recourse.
