According to the U.S. Equal Employment Opportunity Commission (EEOC): 

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• Title VII of the Civil Rights Act of 1964 does not explicitly include sexual orientation or gender identity in its list of protected bases, but the EEOC, consistent with Supreme Court case law holding that employment actions motivated by gender stereotyping are unlawful sex discrimination and other court decisions, interprets the statute's sex discrimination provision as prohibiting discrimination against employees on the basis of sexual orientation and gender identity.

• In 2015, the EEOC received a total of 1,412 charges that included allegations of sex discrimination related to sexual orientation and/or gender identity/transgender status. 

• The EEOC resolved 1,135 of those charges, providing approximately $3.3. million in monetary relief for workers.

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LGBT+ Discrimination can include: 

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• Failing to hire an application because of his/her sexual identity

• Firing an employee because he/she is planning on making a gender transition.

• Denying an employee a promotion because he/she is gay or straight.

• Harassing an employee because of his/her sexual orientation, for example, by derogatory terms, or sexually oriented comments. 

• Discriminating in terms, conditions, or privileges of employment, such as providing lower salary or denying spousal health insurance.

• Intentionally and persistently failing to use the name and gender pronoun that correspond to the gender identity with which the employee identifies