Hello!
June is just getting started, and there’s already a lot unfolding.
First, happy Pride Month. Advocacy for equity and inclusion should never be seasonal, but months like this give us space to spotlight the work and reflect on why it matters.
In our world of DEI and workplace inclusion, two recent legal developments deserve attention. Both highlight how complex discrimination has become.
Let’s start with Workday.
If you’re unfamiliar, Workday is a major global tech company providing AI-powered HR and finance software. Think 70+ million users across 175+ countries.
Why does this matter? A California district judge recently allowed a lawsuit against the company to proceed. The case alleges that its AI-driven hiring tools discriminate against applicants based on race, age, and disability. If successful, it could set new precedents for how companies are allowed to use algorithms in hiring and how they’re held accountable.
As AI continues to transform our systems, this is more than a tech issue. It’s a workplace issue.
Next, to the Supreme Court.
Last week, the Court ruled in favor of an Ohio woman who claimed she was denied a promotion and later demoted because she’s straight. Lower courts had dismissed her case, applying a higher legal bar for plaintiffs from “majority” groups.
But the Supreme Court disagreed. It ruled that discrimination laws apply equally. Discrimination is discrimination.
This is where things get tricky.
Yes, legally speaking, the logic holds. Discrimination laws shouldn’t be harder to invoke depending on your identity. But not every claim is valid.
This is why we need nuance and critical thinking. The current legal system — and society at large — is losing its ability to distinguish between real discrimination and false or politically motivated claims.
The risk is this: if discrimination laws are misapplied or stripped of context, we flatten distinctions that matter and erode the integrity of anti-discrimination protections. Workplaces become more polarized. Hiring practices and culture begin to fray.
The bottom line? These legal decisions will shape the future of work. They raise big questions about how we use technology, how we define justice, and how we uphold protection for all.
This is a time to increase your awareness. Lead with curiosity. Continue learning. Keep showing up for the work.
Stacey Gordon, MBA
Rework Work CEO
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