The Supreme Court’s docket this term includes many of the complex issues American society is currently facing, including gun control, free speech online, race-based discrimination in voting, reproductive rights, presidential immunity from criminal accountability, and more.

The ACLU has served as counsel or filed friend-of-the-court briefs in all of the cases addressing these hot-button issues. The court will decide all its cases by the beginning of July. Here are eight undecided cases to watch, and what they mean for the future of our civil liberties.

The Facts: Anti-abortion doctors, who do not prescribe medication abortion, are asking the Supreme Court to force the Food & Drug Administration (FDA) to impose severe restrictions on mifepristone – a safe and effective medication used in this country in most abortions and for miscarriage management – in every state, even where abortion is protected by state law.

Our Argument: The FDA approved mifepristone more than 20 years ago, finding that it is safe, effective, and medically necessary. Since its approval, more than 5 million people in the U.S. have used this medication. Our brief argued that the two lower courts – a district court in Texas and the U.S. Court of Appeals for the Fifth Circuit – relied on junk science and discredited witnesses to override the FDA’s expert decision to eliminate medically-unnecessary restrictions on an essential medication with a stronger safety record than Tylenol. We urged the Supreme Court to protect access to medication abortion and reverse the lower courts’ rulings.

Why it Matters: Today, with abortion access already severely restricted, the ability to get medication-abortion care using mifepristone is more important than ever. If the Fifth Circuit’s ruling is allowed to stand, individuals would be blocked from filling mifepristone prescriptions through mail-order pharmacies, forcing many to travel, sometimes hundreds of miles, just to pick up a pill they can safely receive through the mail. Healthcare professionals with specialized training, like advanced practice clinicians, would also be prohibited from prescribing mifepristone, further limiting where patients can access this critical medication. The American Cancer Society and other leading patient advocacy groups are also sounding the alarm that overturning the FDA’s decision would upend drug innovation and research, with consequences well beyond reproductive health care.

The Last Word: “As this case shows, overturning Roe v. Wade wasn’t the end goal for extremists. In addition to targeting nationwide-access to mifepristone, politicians in some states have already moved on to attack birth control and IVF. We need to take these extremists seriously when they show us they’re coming for every aspect of our reproductive lives.” – Jennifer Dalven, director of the ACLU Reproductive Freedom Project.

The Facts: Idaho politicians want the power to disregard the Emergency Medical Treatment and Labor Act (EMTALA) that requires emergency rooms to provide stabilizing treatment to patients in emergency situations, including abortion where that is the appropriate stabilizing treatment. If the state prevails, it would jail doctors for providing pregnant patients with the necessary emergency care required under this federal law.

Our Argument: The ACLU and its legal partners filed a friend-of-the-court brief explaining that the law requires hospitals to provide whatever emergency care is required; there is no carve-out for patients who need an abortion to stabilize an emergency condition. All three branches of government have long recognized that hospitals are required under EMTALA to provide emergency abortion care to any patient who needs it.

Why it Matters: Because Idaho’s current abortion ban prohibits providing the emergency care required under EMTALA, medical providers have found themselves having to decide between providing necessary emergency care to a pregnant patient or facing criminal prosecution from the state. Depending on how the court rules, medical providers and patients in several other states with extreme abortion bans could find themselves in a similar position.

The Last Word: “If these politicians succeed, doctors will be forced to withhold critical care from their patients. We’re already seeing the devastating impact of this case play out in Idaho, and we fear a ripple effect across the country.” – Alexa Kolbi-Molinas, deputy director of the ACLU Reproductive Freedom Project

The Facts: In 2018, Maria Vullo, New York’s former chief financial regulator, in coordination with then-Mayor Andrew Cuomo, threatened to use her regulatory power over banks and insurance companies to coerce them into denying basic financial services to the National Rifle Association (NRA) because she and Cuomo disagreed with its pro-gun rights advocacy. The NRA argued that Vullo’s alleged efforts to blacklist the NRA penalized it for its political advocacy, in violation of the First Amendment.

Our Argument: The ACLU, representing the NRA at the Supreme Court, argued that any government attempt to blacklist an advocacy group and deny it financial services because of its viewpoint violates the right to free speech. Our brief urges the court to apply the precedent it set in 1963 in Bantam Books v. Sullivan, which established that even informal, indirect efforts to censor speech violate the First Amendment.

Why it Matters: While the ACLU stands in stark opposition to the NRA on many issues, this case is about securing basic First Amendment rights for all advocacy organizations. If New York State is allowed to blacklist the NRA, then Oklahoma could similarly penalize criminal justice reformers advocating for bail reform, and Texas could target climate change organizations advancing the view that all fossil fuel extraction must end. The ACLU itself could be targeted for its advocacy.

The Last Word: “The right to advocate views the government opposes safeguards our ability to organize for the country we want to see. It’s a principle the ACLU has defended for more than 100 years, and one we will continue to protect from government censorship of all kinds, whether we agree or disagree with the views of those being targeted.” – David Cole, ACLU legal director

The Facts: Motivated by a perception that social media platforms disproportionately silence conservative voices, Florida and Texas passed laws that give the government authority to regulate how large social media companies like Facebook and YouTube curate content posted on their sites.

Our Argument: In a friend-of-the-court brief, the ACLU, the ACLU of Florida and the ACLU of Texas argued that the First Amendment right to speak includes the right to choose what to publish and how to prioritize what is published. The government’s desire to have private speakers, like social media companies, distribute more conservative viewpoints–or any specific viewpoints–is not a permissible basis for state control of what content appears on privately-owned platforms.

Why it Matters: If these laws are allowed to stand, platforms may fear liability and decide to publish nothing at all, effectively eliminating the internet’s function as a modern public square. Or, in an attempt to comply with government regulations, social media companies may be forced to publish a lot more distracting and unwanted content. For example, under the Texas law, which requires “viewpoint neutrality,” a platform that publishes posts about suicide prevention would also have to publish posts directing readers to websites that encourage suicide. .

The Last Word: “Social media companies have a First Amendment right to choose what to host, display, and publish. The Supreme Court has recognized that right for everyone from booksellers to newspapers to cable companies, and this case should make clear that the same is true for social media platforms.” — Vera Eidelman, staff attorney with the ACLU’s Speech, Privacy, & Technology Project

The Facts: In 2022, South Carolina adopted a racially-gerrymandered congressional map. The state legislature singled out Black communities, “cracking” predominantly Black communities and neighborhoods across two districts to reduce their electoral influence in the state’s first congressional district.

Our Argument: The ACLU and its legal partners sued on behalf of the South Carolina NAACP and an affected voter to challenge the constitutionality of the new congressional map. We argued that the Equal Protection Clause of the Fourteenth Amendment forbids the sorting of voters on the basis of their race, absent a compelling interest, which the state failed to provide.

Why it Matters: This racially-gerrymandered congressional map deprives Black South Carolinians the political representation they deserve in all but one of seven districts, limiting the power and influence of more than a quarter of the state’s population just before the 2024 election.

The Last Word: “South Carolina’s failure to rectify its racially-gerrymandered congressional map blatantly disregards the voices and the rights of Black voters. The ACLU is determined to fight back until Black South Carolina voters have a lawful map that fairly represents them.” – Adriel I. Cepeda Derieux, deputy director of the ACLU Voting Rights Project

The Facts: Zackey Rahimi was convicted under a federal law that forbids individuals subject to domestic violence protective orders from possessing a firearm. Mr. Rahimi challenged the law as a violation of his Second Amendment right to bear arms.

Our Argument: The U.S. Court of Appeals for the Fifth Circuit ruled that individuals subject to domestic violence protective orders have a constitutional right to possess guns. It invalidated the federal gun law because it found no historical analogues in the 1700s or 1800s that prohibited those subject to domestic violence protective orders from possessing a firearm. The ACLU argued that the Fifth Circuit’s analysis is a misapplication of the Supreme Court’s decision in New York State Rifle & Pistol Association, Inc. v. Bruen because it effectively required a “historical twin” law in order to uphold a law today. There were no identical laws at the time of the Framing because there were no domestic violence protective orders then, but that should not be a basis for invalidating the laws today. We also argued that imposing time-limited firearms restrictions based on civil restraining orders is a critical tool for protecting those who have experienced domestic violence and face a threat of further violence.

Why it Matters: If the Fifth Circuit’s rationale is affirmed, then governments would lose the ability to prohibit gun possession by persons subject to restraining orders — and presumably even to run pre-acquisition background checks, which have stopped more than 77,000 purchases of weapons by individuals subject to domestic violence orders in the 25 years that the federal law has been in place. This “originalist” interpretation of the Second Amendment not only hinders our ability to protect individuals against newly recognized threats, but also tethers the authority to regulate gun possession to periods when governments disregarded many forms of violence directed against women, Black people, Indigenous people, and others.

The Last Word: “It would be a radical mistake to allow historical wrongs to defeat efforts today to protect women and other survivors of domestic abuse. The Supreme Court should affirm that the government can enact laws aimed at preventing intimate partner violence, consistent with the Second Amendment.” – Ria Tabacco Mar, director of the ACLU Women’s Rights Project

The Facts: Grants Pass, Oregon, enacted ordinances that make it illegal for people, including unhoused persons with no access to shelter, to sleep outside in public using a blanket, pillow, or even a cardboard sheet to lie on. Last year, the Ninth Circuit Court of Appeals ruled that punishing unhoused people for sleeping in public when they have no other choice violates the Eighth Amendment’s ban on cruel and unusual punishment.

Our Argument: In Oregon, and elsewhere in the United States, the population of unhoused persons often exceeds the number of shelter beds available, forcing many to sleep on the streets or in parks. The ACLU and 19 state affiliates submitted a friend-of-the-court brief arguing that it is cruel and unusual to punish unhoused people for the essential life-sustaining activity of sleeping outside when they lack access to any alternative shelter.

Why it Matters: When applied to people with nowhere else to go, fines and arrests for sleeping outside serve no purpose and are plainly disproportionately punitive. Arresting and fining unhoused people for sleeping in public only exacerbates cycles of homelessness and mass incarceration.

The Last Word: “There is no punishment that fits the ‘crime’ of being forced to sleep outside. Instead of saddling people with fines, jail time, and criminal records, cities should focus on proven solutions, like affordable housing, accessible and voluntary services, and eviction protections.” – Scout Katovich, staff attorney with the ACLU Trone Center for Justice and Equality

The Facts: Former President Donald Trump is asking the Supreme Court to rule that he cannot be held criminally liable for any official acts as president, even after leaving office, and even where the crimes concern efforts to resist the peaceful transition of power after an election. This claim runs contrary to fundamental principles of constitutional accountability, and decades of precedent.

Our Argument: Our friend-of-the-court brief argues that former President Trump is not immune from criminal prosecution, and that the Constitution and long-established Supreme Court precedent support the principle that in our democracy, nobody is above the law — even the president. Our brief warns that there are “few propositions more dangerous” in a democracy than the notion that an elected head of state has blanket immunity from criminal prosecution.

Why it Matters: No other president has asserted that presidents can never be prosecuted for official acts that violate criminal law. The president’s accountability to the law is an integral part of the separation of powers and the rule of law. If the President is free, as Trump’s legal counsel argued, to order the assassination of his political opponents and escape all criminal accountability even after he leaves office, both of these fundamental principles of our system would have a fatal Achilles’ heel.

The Last Word: “The United States does not have a king, and former presidents have no claim to being above the law. A functioning democracy depends on our ability to critically reckon with the troubling actions of government officials and hold them accountable.” – David Cole, ACLU legal director

pToday, the U.S. Equal Employment Opportunity Commission released its a href=https://www.federalregister.gov/public-inspection/2024-07527/implementation-of-the-pregnant-workers-fairness-actfinal regulations/a implementing the Pregnant Workers Fairness Act. The landmark statute mandating “reasonable accommodation” of workers’ pregnancy-related needs went into effect last summer, but the regulations explain the PWFA’s protections in more detail, providing additional guidance to workers, employers, and the courts so that the full force of the law is given effect./p pThat’s great news for workers like:/p ul lia href=https://www.aclu.org/cases/kimberlie-michelle-durham-v-ruralmetro-corporationMichelle Durham/a, an Alabama Emergency Medical Technician forced onto unpaid leave during pregnancy because her employer refused to honor her doctor’s directive that she not lift heavy stretchers and patients;/li lia href=https://www.aclu.org/news/womens-rights/att-mobility-fired-me-being-pregnant#:~:text=AT%26T%20Mobility's%20so%2Dcalled%20%E2%80%9Cno,Disabilities%20Act%2C%20and%20the%20FMLA.Katia Hills/a, a retail worker from Indiana fired for absenteeism due to severe “morning sickness” and doctor’s visits; and/li lia href=https://www.aclu.org/cases/panattoni-v-village-frankfortJennifer Panattoni/a, a police officer from Illinois forced to take leave without pay when she was denied temporary reassignment to a desk job./li /ul pMichelle, Katia, and Jennifer aren’t alone; millions of people, especially Black and Brown women at greatest risk of maternal morbidity and mortality, labor in strenuous jobs that could be dangerous during pregnancy – like health care, retail, and law enforcement – yet are routinely denied the temporary modifications they need to stay healthy. One study estimated that 250,000 people annually don’t get the accommodations they need, putting them at risk for miscarriage and other poor health outcomes on the one hand, and job loss on the other./p div class=wp-heading mb-8 h2 id= class=wp-heading-h2 with-standardSo what did Congress intend the PWFA to accomplish?/h2 /div pAs the first federal statute enacted in 45 years to protect on-the-job rights of pregnant workers, Congress passed the PWFA to fill a significant gap in existing law when it comes to accommodations – those temporary on-the-job modifications that a person may need to maintain their health or the health of their pregnancy. These changes can be minor – such as a slightly later start time to account for “morning sickness” or more frequent breaks for workers who spend long shifts on their feet – or more significant, such as suspension of risky duties, like repeated heavy lifting or exposure to toxins./p pAlthough workers with disabilities have been entitled to such changes for more than 30 years under the Americans with Disabilities Act, pregnant workers have lacked similarly explicit protections. The PWFA eliminates the Hobson’s Choice faced by pregnant workers – i.e., continue working under unsafe conditions or leave the job altogether – by requiring employers to accommodate workers with limitations caused by “pregnancy, childbirth, or related medical conditions” unless doing so would impose an “undue hardship” on the employer’s business. Given the statute’s obvious benefits to workers and their families alike, it’s no wonder that the PWFA was enacted with exceptionally broad bipartisan cooperation that is virtually unheard of in today’s Congress, and with supporters as diverse as the U.S. Chamber of Commerce, U.S. Conference of Catholic Bishops, and the American Civil Liberties Union, my employer./p pWhen the EEOC issued a draft version of its PWFA regulations last August, a small but noisy group raised the alarm that the agency had gone rogue. Why? The EEOC specifically stated that “pregnancy, childbirth, or related medical conditions” includes abortion, so that time off for abortion care – like time off for other doctor’s visits and medical procedures – is a “reasonable accommodation” required by the new statute. Critics contended that such a requirement improperly forces employers to somehow participate in their employees’ abortion decisions, which they claimed is unfair to employers that object to abortion on religious grounds./p div class=mp-md wp-link div class=wp-link__img-wrapper a href=https://www.aclu.org/news/womens-rights/the-historic-new-law-protecting-fairness-for-pregnant-workers target=_blank tabindex=-1 img width=1200 height=628 src=https://www.aclu.org/wp-content/uploads/2023/11/5ddb12929c46917407ae0ce9e9c04f02.jpg class=attachment-4x3_full size-4x3_full alt= decoding=async loading=lazy srcset=https://www.aclu.org/wp-content/uploads/2023/11/5ddb12929c46917407ae0ce9e9c04f02.jpg 1200w, https://www.aclu.org/wp-content/uploads/2023/11/5ddb12929c46917407ae0ce9e9c04f02-768x402.jpg 768w, https://www.aclu.org/wp-content/uploads/2023/11/5ddb12929c46917407ae0ce9e9c04f02-400x209.jpg 400w, https://www.aclu.org/wp-content/uploads/2023/11/5ddb12929c46917407ae0ce9e9c04f02-600x314.jpg 600w, https://www.aclu.org/wp-content/uploads/2023/11/5ddb12929c46917407ae0ce9e9c04f02-800x419.jpg 800w, https://www.aclu.org/wp-content/uploads/2023/11/5ddb12929c46917407ae0ce9e9c04f02-1000x523.jpg 1000w sizes=(max-width: 1200px) 100vw, 1200px / /a /div div class=wp-link__title a href=https://www.aclu.org/news/womens-rights/the-historic-new-law-protecting-fairness-for-pregnant-workers target=_blank The Historic New Law Protecting Fairness for Pregnant Workers /a /div div class=wp-link__description a href=https://www.aclu.org/news/womens-rights/the-historic-new-law-protecting-fairness-for-pregnant-workers target=_blank tabindex=-1 p class=is-size-7-mobile is-size-6-tabletAfter a decade of advocacy, the Pregnant Workers Fairness Act is going into effect. /p /a /div div class=wp-link__source p-4 px-6-tablet a href=https://www.aclu.org/news/womens-rights/the-historic-new-law-protecting-fairness-for-pregnant-workers target=_blank tabindex=-1 p class=is-size-7Source: American Civil Liberties Union/p /a /div /div pSuch objections are likely to reemerge now that the EEOC’s final regulations are out, because abortion remains among the list of reasons entitling workers to reasonable accommodation. But while the EEOC’s noisy critics paint the agency as radical, it is they who push a fringe view – one that disregards nearly half a century of legal history. In 1978, Congress passed the Pregnancy Discrimination Act, a law protecting workers from discrimination based on “pregnancy, childbirth, or related medical conditions.” At the time, Congress made clear that it considered abortion to fall within that definition – meaning that firing or refusing to hire someone because they have had an abortion is unlawful discrimination. In 1979, the EEOC issued guidelines consistent with that interpretation and reaffirmed those directives in 2015, while in the four and a half decades since the PDA’s passage, numerous courts have reached the same conclusion: discrimination based on abortion is discrimination based on “pregnancy, childbirth, or related medical conditions.” The phrase also has been interpreted by judges to cover a wide range of pre- and post-partum reproductive needs, including the use of contraceptives, infertility treatment, and lactation. At the same time, the PDA makes clear that employers are not required to cover abortion in their health plans, and subsequent court cases have not disturbed that provision. When Congress copied and pasted “pregnancy, childbirth, and related medical conditions” from the PDA into the PWFA, all of that interpretive precedent came with it. The EEOC’s new regulations simply implement the law Congress actually passed./p pWhen it comes to the rights of religious employers, abortion opponents also get an “F” in history. While such entities long have enjoyed certain narrow exemptions from our discrimination laws – and the PWFA does nothing to disturb such precedent – courts repeatedly have refused to grant religious employers wholesale immunity from these statutes. Indeed, Congress irejected /ian amendment that would have exempted religious employers from the PWFA’s reach altogether. The EEOC regulations rightly also refuse to rubber-stamp discrimination in the name of religion, instead providing careful, case-by-case consideration to instances where a religious employer objects to an employee’s need for accommodation under the PWFA, if any happen to arise./p pSadly, since 2022’s ruling in a href=https://www.aclu.org/news/reproductive-freedom/a-year-without-roeiDobbs/i iv. Jackson Women’s Health Organization/i/a overturning iRoe v. Wade/i, the time off of work that is necessary to get an abortion has increased exponentially. At last count, more than 20 states have either banned or severely restricted abortion. As a result, a sizable share of the U.S. population – millions of people – are now faced with the prospect of traveling hundreds of miles to even access this critically important healthcare. To name just one example, in Texas, where a near-total ban is in place, the average one-way trip for abortion has ballooned a href=https://jamanetwork.com/journals/jama/fullarticle/2798215by more than eight hours/a – an increase of a full./p pThe PWFA is historic, but not because it applies to abortion. Employers already are prohibited from taking adverse action against workers who have abortions. The PWFA simply bars them from punishing people for taking time away from the job to obtain abortion care – or any other reproductive health care. No one should have to risk their paycheck to get the medical care they need – and thanks to the PWFA, they don’t./p pemThis a class=Hyperlink SCXW187589113 BCX0 href=https://msmagazine.com/2024/04/15/pregnant-workers-fairness-act-women-abortion/ target=_blank rel=noreferrer noopenerpiece /awas first published in a class=Hyperlink SCXW187589113 BCX0 href=https://msmagazine.com/ target=_blank rel=noreferrer noopenerMs. Magazine/a on 4/15/24/em/p

The state’s Supreme Court ruled that the 1864 law is enforceable today. Here is what led to its enactment.

© Rebecca Noble/Reuters

Across the country, our affiliates are challenging discriminatory policies and practices that disproportionately affect women, and particularly women of color. From housing discrimination in Illinois, to inhumane treatment of incarcerated pregnant individuals in North Carolina, and discriminatory dress codes in Texas schools, the ACLU and its affiliates are at the forefront of legal and advocacy efforts that promote gender equality and justice for all.

Here are three ways our affiliates are stepping up:

The ACLU of Illinois recently joined with national and local advocates, including the ACLU’s Women’s Rights Project, to challenge the “No-Evictions” policies of two large landlords — Hunter Properties and Oak Park Apartments — in Cook County, Illinois. These policies automatically reject rental housing applicants who have had any prior connection to an eviction case. The effect is to shut out families from housing opportunities, even when the eviction case was dismissed or filed years ago. Such policies have a discriminatory effect on Black renters, and especially Black women. Analysis of data from the Cook County Sheriff’s Office found that Black women accounted for approximately 33 percent of those served with an eviction case or evicted, despite making up just 22 percent of all renters in Cook County. Black renters in general faced nearly triple the likelihood of experiencing an eviction case than non-Black renters.

The lawsuit filed against Hunter Properties, and the civil rights complaint filed with the U.S. Department of Housing and Urban Development against Oak Park Apartments, argue their respective “No-Evictions” policies have a disparate impact on Black renters, especially Black women renters, that violate the 1968 Fair Housing Act. The complaint against Oak Park Apartments also asserts that its policy perpetuates and reinforces residential segregation in violation of the Fair Housing Act. The two filings are among the first in the nation to challenge landlords’ eviction screening policies as discriminatory.

In 2021, the North Carolina General Assembly finally passed a statewide law banning correctional officers, sheriffs, and other prison staff from shackling incarcerated people during critical periods of their pregnancy and postpartum journey. The law, HB 608, also known as Dignity for Women Who are Incarcerated, came after years of advocacy by the ACLU of North Carolina and several other partner organizations, including Planned Parenthood South Atlantic and SisterSong.

A pivotal factor in the bill’s passage was an OB-GYN’s moving account of delivering a baby to a shackled woman in custody. Labor and childbirth are already intense and vulnerable experiences, and the use of restraints can exacerbate the physical and emotional pain of the mother. This story deeply resonated, even with resistant sheriffs, ultimately propelling the legislation forward.

Despite the passage of this legislation, challenges persist. Recent revelations suggest some North Carolina prisons and jails have not been in compliance with the law. Undeterred, the ACLU of North Carolina is initiating a comprehensive awareness and compliance campaign, and will be filing public record requests with the jails in all 100 counties in North Carolina, coordinating legal education seminars for the criminal defense bar and developing content on the importance of reproductive justice and the need to uphold the rights of incarcerated individuals. With these efforts, the ACLU-NC aims to ensure adherence to the law and foster a deeper appreciation for upholding the dignity of pregnant people in prison and jails.

More than half of Texas public K-12 school districts still have discriminatory dress codes and grooming policies. The ACLU of Texas has uncovered alarming disparities in school dress codes, revealing a trend of discrimination against students based on gender, race and ethnicity, LGBTQ identity, religion, disability, and socioeconomic background. The ACLU of Texas recently published a new report that reviews policies from 97 percent of Texas school districts and highlights pervasive inequalities within them.

Some of the survey’s major findings include:

• More than 80 percent of districts enforce vague and subjective hair standards, which could lead to disproportionately penalizing Black students.
• 53 percent of districts uphold dress codes rooted in outdated gender norms, such as boys-only hair length policies and girls-only sleeve length policies.
• More than 80 percent of districts prohibit head coverings without explicitly noting or explaining the religious exemptions mandated by law, harming students of diverse faith backgrounds.
• Nearly 80 percent of districts penalize students for wearing worn or improperly sized clothing, disproportionately impacting economically disadvantaged students.

In light of these disparities, the ACLU of Texas is taking action to challenge discriminatory dress codes and foster inclusive classroom environments. They’re sending the report to every district in the state to equip students, families, educators, and policymakers with knowledge that can help identify the harms of — and solutions to — discriminatory dress code policies. The report provides advocacy tools for community members and a roadmap for school districts, outlining recommendations like removing discriminatory dress code language, establishing fair enforcement practices, and providing clear and specific dress code guidelines. The ACLU of Texas is actively working in the courts and communities to push for more inclusive dress codes.

If you’ve faced or witnessed dress code discrimination, you can share your experience to continue this advocacy.

No student should ever be punished for being who they are. Instead of discriminating against young people, we should be preparing them for their futures.

pAs a child in New Jersey, I grew up hearing stories of my mother’s flight attendant days in South Korea. A few stuck out to me even at a young age – such as hearing she needed to maintain a certain weight to get into the flight attendant program and that she had to quit her job once she got married. I couldn’t understand why my mother had to quit her dream job, the job that allowed her to travel to Hawaii and Paris, the two places she had always wanted to go since she was little, just because she got married. My mother also told me how women either lied about being married to keep their jobs or were pressured to quit by their superiors if they were public about their marital status or were pregnant. Although airlines across the world have since rolled back official policies restricting marital status and pregnancy for flight attendants in response to federal civil rights laws, many still perpetuate gender discrimination through dress code restrictions and limitations on lactating./p pUnfortunately, what my mother faced as a female flight attendant was common across the globe. The role of women in the airline industry has long been limited to societal constructs of what it means to be “feminine.” Women flight attendants have been hypersexualized through revealing uniforms and advertisements, such as an a href=https://www.jezebel.com/how-flight-attendants-organized-against-their-bosses-to-1830282960infamous ad campaign/a run by a now discontinued airline in which a flight attendant states, “I’m Cheryl; Fly me.” To maintain this public perception of flight attendants as sexually and romantically available, airlines imposed informal and formal restrictions on the height, weight, and age of flight attendants as public imaging and marketing tools. In the 1950s, airlines began to institute mandatory retirement ages for flight attendants, 35 and older, to further reinforce their image of a desirable woman. Flight attendants were fired for getting married or becoming pregnant until the 1970’s./p pNowadays, we see this sexualization in current “female” flight attendant uniform policies – skirt, high heels, tight clothing, low-cut blouses – which are indicative of the longstanding stereotypes of what it means to be a “woman” in the airline industry. Restrictive uniform and grooming policies that reinforce stereotypical categories of “male” or “female” harm people of all genders, particularly women and nonbinary people. This was the case in a href=https://www.aclu.org/cases/wetherell-v-alaska-airlinesiWetherell v. Alaska Airlines/i/a, in which a a href=https://www.aclu.org/news/lgbtq-rights/gendered-dress-codes-hurt-everyone-especially-non-binary-people-like-menonbinary flight attendant/a was required to adhere to an inflexible uniform policy that forced them to conform to rigid gender stereotypes. In May 2023, the ACLU, the ACLU of Washington, and the Washington State Attorney General’s Office secured a a href=https://www.aclu.org/press-releases/groundbreaking-consent-decree-requires-alaska-airlines-to-change-discriminatory-gendered-uniform-policyconsent decree/a against Alaska Airlines, requiring the removal of all gendered restrictions from its uniform policy for flight attendants and additional training on gender identity and gender expression./p div class=mp-md wp-link div class=wp-link__img-wrapper a href=https://www.aclu.org/cases/wetherell-v-alaska-airlines target=_blank tabindex=-1 img width=700 height=350 src=https://www.aclu.org/wp-content/uploads/2024/02/8edf82b64b3db092af443732c95ebc3d.jpg class=attachment-original size-original alt= decoding=async loading=lazy srcset=https://www.aclu.org/wp-content/uploads/2024/02/8edf82b64b3db092af443732c95ebc3d.jpg 700w, https://www.aclu.org/wp-content/uploads/2024/02/8edf82b64b3db092af443732c95ebc3d-400x200.jpg 400w, https://www.aclu.org/wp-content/uploads/2024/02/8edf82b64b3db092af443732c95ebc3d-600x300.jpg 600w sizes=(max-width: 700px) 100vw, 700px / /a /div div class=wp-link__title a href=https://www.aclu.org/cases/wetherell-v-alaska-airlines target=_blank Wetherell v. Alaska Airlines /a /div div class=wp-link__description a href=https://www.aclu.org/cases/wetherell-v-alaska-airlines target=_blank tabindex=-1 p class=is-size-7-mobile is-size-6-tabletThe ACLU and partners represented Justin Wetherell, a flight-attendant and flight-attendant instructor based in Seattle./p /a /div div class=wp-link__source p-4 px-6-tablet a href=https://www.aclu.org/cases/wetherell-v-alaska-airlines target=_blank tabindex=-1 p class=is-size-7Source: American Civil Liberties Union/p /a /div /div pDress code restrictions aren’t the only gender discrimination issue that airlines need to work on. New parents in the airline industry need to be able to pump breast milk aboard aircraft during noncritical flight phases. Lactation accommodations are now the norm in many places thanks to landmark legislation including the Providing Urgent Maternal Protections (PUMP) for Nursing Mothers Act of 2022. The PUMP Act guarantees the right to pump at work and provides federal labor protection for new parents in most industries who want to pump milk during their workday without fear of being fired by their employer. But the PUMP Act excluded flight crews, and as a result, airlines have dragged their feet at implementing basic accommodations, forcing their employees to delay pumping due to their flight schedules, resulting in pain, discomfort, and infections, or to stop breastfeeding earlier than they intended./p pWe have fought to ensure pregnant flight attendants have the right to pump at work. In partnership with the ACLU of Colorado and other organizations, we secured two settlements agreements on behalf of Frontier a href=https://www.aclu.org/press-releases/settlement-reached-frontier-airlines-pregnancy-and-lactation-discrimination-lawsuitflight attendants/a and a href=https://www.aclu.org/press-releases/pilots-reach-settlement-with-frontier-airlines-over-lactation-and-pregnancy-policiespilots/a who had previously been denied pregnancy and breastfeeding accommodations by Frontier. As a result of the settlement, Frontier made important policy changes addressing pregnancy and lactation accommodations on the ground and during flights, including a policy change allowing flight crew to pump breast milk while in the air./p pNow that Frontier is leading the way, other airlines should follow suit. That’s why we a href=https://www.aclu.org/documents/letter-to-airlines-breastfeeding-accommodations-for-flight-crewsent a letter/a to 28 airlines urging them to adopt policies expressly permitting flight crews to pump breast milk aboard an aircraft./p div class=mp-md wp-link div class=wp-link__img-wrapper a href=https://www.aclu.org/documents/letter-to-airlines-breastfeeding-accommodations-for-flight-crew target=_blank tabindex=-1 /a /div div class=wp-link__title a href=https://www.aclu.org/documents/letter-to-airlines-breastfeeding-accommodations-for-flight-crew target=_blank Letter to Airlines: Breastfeeding Accommodations for Flight Crew /a /div div class=wp-link__source p-4 px-6-tablet a href=https://www.aclu.org/documents/letter-to-airlines-breastfeeding-accommodations-for-flight-crew target=_blank tabindex=-1 p class=is-size-7Source: American Civil Liberties Union/p /a /div /div pFor those airlines that don’t follow in Frontier’s footsteps, we need the AIR PUMP Act to expand PUMP’s critical protection to flight crews, making clear that all airlines must provide employees who are lactating with the basic accommodations they need, such as pumping during non-critical phases of the flight. But in the meanwhile, we’re very glad to know that there’s currently a bipartisan effort, in both the House and Senate, to require the Administrator of the Federal Aviation Authority to give written guidance to air carriers so that flight crew members will be able to pump without being penalized./p pNo working mother should be forced to choose between their job or nursing their child. We applaud Congress for passing the a href=https://www.aclu.org/documents/pump-nursing-mothers-act-explainerPUMP for Nursing Mothers Act,/a and now it’s time to finish the job and stand by working parents in the airline industry./p

pIn 1987, 15 years after the Women’s Rights Project was established at the ACLU, March was officially designated as Women’s History Month in the United States. This time is for the celebration of the women whose contributions and achievements have shaped our society. Such a celebration may feel painful at this moment, when we are facing the fall of iRoe v. Wade, /ithe Black maternal mortality crisis, as well as ongoing, systemic barriers including the gender wage gap, family policing, lack of affordable housing, and sexual harassment. Yet it is precisely at times like these we need reminders why we still fight – and that we still win. In the perpetual fight for justice and equity, women have not only been essential, but have also consistently led the way. Each March, we must celebrate the progress made, and acknowledge all the work that has been and has yet to be done./p pFor over 50 years, the ACLU’s Women’s Rights Project (WRP) has been at the forefront of the fight for gender justice. And just as Women’s History Month continues to evolve each year, our work has expanded and developed, with a focus on taking an intersectional approach. Here are four ways we continue to fight for equality:/p div class=wp-heading mb-8 h2 id= class=wp-heading-h2 with-standard1. Challenging Discriminatory Dress Codes /h2 /div figure class=wp-image mb-8 img width=1110 height=740 src=https://www.aclu.org/wp-content/uploads/2024/03/our-voice-is-our-power.jpg class=attachment-original size-original alt=Three individuals holding ACLU branded posters. decoding=async loading=lazy srcset=https://www.aclu.org/wp-content/uploads/2024/03/our-voice-is-our-power.jpg 1110w, https://www.aclu.org/wp-content/uploads/2024/03/our-voice-is-our-power-768x512.jpg 768w, https://www.aclu.org/wp-content/uploads/2024/03/our-voice-is-our-power-400x267.jpg 400w, https://www.aclu.org/wp-content/uploads/2024/03/our-voice-is-our-power-600x400.jpg 600w, https://www.aclu.org/wp-content/uploads/2024/03/our-voice-is-our-power-800x533.jpg 800w, https://www.aclu.org/wp-content/uploads/2024/03/our-voice-is-our-power-1000x667.jpg 1000w sizes=(max-width: 1110px) 100vw, 1110px / /figure pThe ACLU has led the way in fighting discriminatory dress codes that reinforce sexist and racist stereotypes in schools and at work. These discriminatory codes target girls, people of color, and members of the LBGTQIA+ community, particularly girls who live at the intersection of those identities. Many students and workers across the county are subject to senseless, sex-based restrictions such as skirts, dresses, and “modest clothing” for women and girls and short hair, pants, and no accessories for men and boys. We successfully a href=https://www.aclu.org/press-releases/supreme-court-rejects-appeal-from-public-charter-school-seeking-permission-to-violate-students-constitutional-rightschallenged/a a charter school’s “skirts only” rule for girls, which the school adopted based on the belief that every girl is a “fragile vessel.” The school sought to overturn the decision but, in 2023, the Supreme Court left the victory in place. This past year, we also reached a a href=https://www.aclu.org/press-releases/groundbreaking-consent-decree-requires-alaska-airlines-to-change-discriminatory-gendered-uniform-policyhistoric settlement/a with Alaska Airlines to remove all gendered restrictions from its uniform policy for flight attendants./p div class=mp-md wp-link div class=wp-link__img-wrapper a href=https://www.aclu.org/dresscodeform target=_blank tabindex=-1 img width=1200 height=628 src=https://www.aclu.org/wp-content/uploads/2024/03/a082360125c2d047aa848acb36042cee.jpg class=attachment-original size-original alt= decoding=async loading=lazy srcset=https://www.aclu.org/wp-content/uploads/2024/03/a082360125c2d047aa848acb36042cee.jpg 1200w, https://www.aclu.org/wp-content/uploads/2024/03/a082360125c2d047aa848acb36042cee-768x402.jpg 768w, https://www.aclu.org/wp-content/uploads/2024/03/a082360125c2d047aa848acb36042cee-400x209.jpg 400w, https://www.aclu.org/wp-content/uploads/2024/03/a082360125c2d047aa848acb36042cee-600x314.jpg 600w, https://www.aclu.org/wp-content/uploads/2024/03/a082360125c2d047aa848acb36042cee-800x419.jpg 800w, https://www.aclu.org/wp-content/uploads/2024/03/a082360125c2d047aa848acb36042cee-1000x523.jpg 1000w sizes=(max-width: 1200px) 100vw, 1200px / /a /div div class=wp-link__title a href=https://www.aclu.org/dresscodeform target=_blank Share Your Story: Dress Code Policies Based on Gender Stereotypes /a /div div class=wp-link__description a href=https://www.aclu.org/dresscodeform target=_blank tabindex=-1 p class=is-size-7-mobile is-size-6-tabletWe’d like to hear from you if your school or workplace maintains discriminatory dress and appearance policies./p /a /div div class=wp-link__source p-4 px-6-tablet a href=https://www.aclu.org/dresscodeform target=_blank tabindex=-1 p class=is-size-7Source: American Civil Liberties Union/p /a /div /div pAcross the country, we’ve sought to end the enforcement of discriminatory dress codes in a range of other contexts as well. We’ve fought to end discriminatory dress codes in schools that prevent boys and non-binary students from wearing their hair long, which prevents a class=Hyperlink SCXW6015916 BCX0 href=https://www.aclu.org/news/racial-justice/my-sons-hair-is-part-of-a-thousand-year-old-tribal-culture-his-school-called-it-a-fad target=_blank rel=noreferrer noopenerNative American and Black students/a, among others, from expressing their cultural and religious traditions. We’ve also worked to end dress codes that a class=Hyperlink SCXW6015916 BCX0 href=https://www.aclu.org/news/womens-rights/why-im-challenging-my-schools-sexist-dress-code-policies target=_blank rel=noreferrer noopenerpenalize student athletes/a on the girls’ cross-country teams for training in weather-appropriate clothing, as well as those that forbid transgender seniors from attending a class=Hyperlink SCXW6015916 BCX0 href=https://www.aclu.org/press-releases/aclu-challenges-mississippi-high-schools-refusal-to-let-transgender-student-wear-dress-to-graduation-ceremony target=_blank rel=noreferrer noopenertheir high school graduation/a dressed as themselves./p div class=wp-heading mb-8 h2 id= class=wp-heading-h2 with-standard2. Taking on Housing Policies that Blacklist Black and Brown Women/h2 /div figure class=wp-image mb-8 img width=1110 height=740 src=https://www.aclu.org/wp-content/uploads/2024/03/i-stand-with-black-women.jpg class=attachment-original size-original alt=Someone holding a sign saying Stand With Black Women. decoding=async loading=lazy srcset=https://www.aclu.org/wp-content/uploads/2024/03/i-stand-with-black-women.jpg 1110w, https://www.aclu.org/wp-content/uploads/2024/03/i-stand-with-black-women-768x512.jpg 768w, https://www.aclu.org/wp-content/uploads/2024/03/i-stand-with-black-women-400x267.jpg 400w, https://www.aclu.org/wp-content/uploads/2024/03/i-stand-with-black-women-600x400.jpg 600w, https://www.aclu.org/wp-content/uploads/2024/03/i-stand-with-black-women-800x533.jpg 800w, https://www.aclu.org/wp-content/uploads/2024/03/i-stand-with-black-women-1000x667.jpg 1000w sizes=(max-width: 1110px) 100vw, 1110px / /figure pIn our fight for housing justice, we have taken on “No-Eviction” policies and other screening policies that disproportionately discriminate against Black renters, particularly Black women. These screening policies block potential renters from housing simply because they are connected to any previous eviction case, even if the case was very old, they ultimately won it, or the legal action against them was unlawfully filed in the first place. Black women are significantly more likely to have eviction cases filed against them by landlords, so these policies in turn impact and destabilize Black women, further perpetuating systemic inequality and segregation. In 2023, we filed a class=Hyperlink SCXW192197316 BCX0 href=https://www.aclu.org/press-releases/advocates-challenge-discriminatory-eviction-screening-policies-enforced-by-two-cook-county-landlords target=_blank rel=noreferrer noopenertwo/a challenges against the use of these screening policies by Chicago-area landlords. These cases were among the first of their kind in the United States and aim to set a precedent for disrupting discriminatory housing practices./p div class=wp-heading mb-8 h2 id= class=wp-heading-h2 with-standard3. Advocating for Pregnant and Lactating Workers/h2 /div figure class=wp-image mb-8 img width=1110 height=740 src=https://www.aclu.org/wp-content/uploads/2024/03/pregnant-workers-fairness-act.jpg class=attachment-original size-original alt=A group of women wearing t shirts saying Pass the Pregnant Workers Fairness Act. decoding=async loading=lazy srcset=https://www.aclu.org/wp-content/uploads/2024/03/pregnant-workers-fairness-act.jpg 1110w, https://www.aclu.org/wp-content/uploads/2024/03/pregnant-workers-fairness-act-768x512.jpg 768w, https://www.aclu.org/wp-content/uploads/2024/03/pregnant-workers-fairness-act-400x267.jpg 400w, https://www.aclu.org/wp-content/uploads/2024/03/pregnant-workers-fairness-act-600x400.jpg 600w, https://www.aclu.org/wp-content/uploads/2024/03/pregnant-workers-fairness-act-800x533.jpg 800w, https://www.aclu.org/wp-content/uploads/2024/03/pregnant-workers-fairness-act-1000x667.jpg 1000w sizes=(max-width: 1110px) 100vw, 1110px / /figure pWe have long been at the forefront of fighting for the rights of pregnant and breastfeeding workers who experience discrimination in the workplace. Over the past few years, the ACLU was a key advocate for the enactment of the a class=Hyperlink SCXW136550188 BCX0 href=http://pregnan/ target=_blank rel=noreferrer noopenerPregnan/at Workers Fairness Act and the a class=Hyperlink SCXW136550188 BCX0 href=https://www.aclu.org/press-releases/aclu-applauds-senate-passage-pregnant-workers-fairness-act-and-pump-nursing-mothers target=_blank rel=noreferrer noopenerPUMP for Nursing Mothers Act/a. These new landmark laws ensure that millions of pregnant and lactating workers have access to reasonable accommodations that allow them to continue working, instead of forcing them to choose between their paycheck and a healthy pregnancy and nursing period. We continue to litigate on behalf of employees who are denied pregnancy-related accommodations and those discriminated against for being pregnant./p div class=wp-heading mb-8 h2 id= class=wp-heading-h2 with-standard4. Fighting the Separation of Black and Brown Families/h2 /div figure class=wp-image mb-8 img width=1110 height=740 src=https://www.aclu.org/wp-content/uploads/2024/03/womens-rights-are-human-rights.jpg class=attachment-original size-original alt=A sign that says Women#039;s Rights Are Human Rights. decoding=async loading=lazy srcset=https://www.aclu.org/wp-content/uploads/2024/03/womens-rights-are-human-rights.jpg 1110w, https://www.aclu.org/wp-content/uploads/2024/03/womens-rights-are-human-rights-768x512.jpg 768w, https://www.aclu.org/wp-content/uploads/2024/03/womens-rights-are-human-rights-400x267.jpg 400w, https://www.aclu.org/wp-content/uploads/2024/03/womens-rights-are-human-rights-600x400.jpg 600w, https://www.aclu.org/wp-content/uploads/2024/03/womens-rights-are-human-rights-800x533.jpg 800w, https://www.aclu.org/wp-content/uploads/2024/03/womens-rights-are-human-rights-1000x667.jpg 1000w sizes=(max-width: 1110px) 100vw, 1110px / /figure pAs part of our work on behalf of families of color who are disproportionately impacted by the child welfare system, we have been a strong voice in raising awareness about the widespread use of automated tools by local governments to determine which families to investigate – tools that often heighten the risk of disintegration for Black and Brown families in the United States. In 2023, the ACLU published a a href=https://www.aclu.org/news/womens-rights/how-policy-hidden-in-an-algorithm-is-threatening-families-in-this-pennsylvania-countyreport/a on the discriminatory effects of Allegheny County’s “Family Screening Tool,” which could disproportionately flag family members who were Black or had disabilities for investigation. The ACLU’s report prompted in-depth reporting from the Associated Press and an investigation from the U.S. Department of Justice./p div class=mp-md wp-link div class=wp-link__img-wrapper a href=https://www.aclu.org/the-devil-is-in-the-details-interrogating-values-embedded-in-the-allegheny-family-screening-tool target=_blank tabindex=-1 img width=1000 height=494 src=https://www.aclu.org/wp-content/uploads/2023/03/1339bada98bced1fc0221fb7c78bd574.jpg class=attachment-original size-original alt= decoding=async loading=lazy srcset=https://www.aclu.org/wp-content/uploads/2023/03/1339bada98bced1fc0221fb7c78bd574.jpg 1000w, https://www.aclu.org/wp-content/uploads/2023/03/1339bada98bced1fc0221fb7c78bd574-768x379.jpg 768w, https://www.aclu.org/wp-content/uploads/2023/03/1339bada98bced1fc0221fb7c78bd574-400x198.jpg 400w, https://www.aclu.org/wp-content/uploads/2023/03/1339bada98bced1fc0221fb7c78bd574-600x296.jpg 600w, https://www.aclu.org/wp-content/uploads/2023/03/1339bada98bced1fc0221fb7c78bd574-800x395.jpg 800w sizes=(max-width: 1000px) 100vw, 1000px / /a /div div class=wp-link__title a href=https://www.aclu.org/the-devil-is-in-the-details-interrogating-values-embedded-in-the-allegheny-family-screening-tool target=_blank The Devil is in the Details: Interrogating Values Embedded in the Allegheny Family Screening Tool /a /div div class=wp-link__description a href=https://www.aclu.org/the-devil-is-in-the-details-interrogating-values-embedded-in-the-allegheny-family-screening-tool target=_blank tabindex=-1 p class=is-size-7-mobile is-size-6-tabletWe're examining how algorithmic design choices can function as policy decisions through an audit of a deployed algorithmic tool, the Allegheny Family /p /a /div div class=wp-link__source p-4 px-6-tablet a href=https://www.aclu.org/the-devil-is-in-the-details-interrogating-values-embedded-in-the-allegheny-family-screening-tool target=_blank tabindex=-1 p class=is-size-7Source: American Civil Liberties Union/p /a /div /div pWhile there is still much work ahead of us, our recent victories give us hope for progress toward a more equitable world for everyone, regardless of gender. We will continue the fight for gender justice alongside everyone who has been and continues to be a part of the movement with us./p