. "But at the same time it's so basic and entry level. Now we actually get into the details into how that discrimination plays out in everyday lives."
The first step all employers should take is to review their HR policies and handbooks to ensure compliance with the Supreme Court's decision, said Jon Nadler, a labor attorney atThe Supreme Court decision protects job applicants and existing employees, and it covers hiring, firing, and similar actions by an employer, he said.
Hiring managers need to be well-informed of the Supreme Court's decision and how that will impact recruitment processes, Nadler said. Recruiters shouldn't ask candidates about their gender identity or sexual orientation during hiring and promoting because it is not relevant to hiring decisions — just like it is prohibited to judge candidates based on their race or marital status.
For example, if someone comes out as nonbinary and uses "they" and "them" pronouns, it is incorrect to use the pronouns "she" or "he."
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