At issue in these cases is whether someone can legally be fired just because of their sexual orientation or gender identity. Title VII of the Civil Rights Act of 1964 prohibits discrimination “because of…sex” and federal and appellate courts have held that this prohibition extends to sexual orientation and gender identity. ADL joined a coalition of 59 civil rights organizations on an amicus brief arguing that it is important that the Court recognize that Title VII protects LGBTQ Americans to prevent backsliding on existing Title VII protections against racial discrimination and other forms of discrimination — protections that depend on the same legal rules that the LGBTQ employees rely on in these cases. Doing so is consistent with the statute's legislative intent, history, and statutory text. It argues that if the Court finds otherwise, it would destabilize Title VII and its ability to root out workplace discrimination in other forms. The brief also importantly highlights that LGBTQ employees of color are among those in greatest need of Title VII's protections. ADL also previously joined amicus briefs at the appellate courts in Zarda v. Altitude Express and Equal Employment Opportunity Commission v. R.G. & G.R. Harris Funeral Homes.