Ministries Can Take Steps to Protect their Beliefs

Issues related to sexual orientation and gender identity (SOGI) laws have received a great deal of media and government attention since the 2015 Supreme Court decision on same-sex marriage. As a result, many ministry leaders have questions about what the law requires and how they can accommodate LGBTQ* individuals without compromising their religious beliefs.

What Does the Law Say?

Federal law protects the civil rights of certain employees. Title VII of the Civil Rights Acts does not specifically recognize LGBTQ individuals as protected classes. In recent years, however, the Equal Employment Opportunity Commission has interpreted Title VII’s prohibition of sex discrimination as forbidding employment discrimination based on sexual orientation and gender identity.1


Although individual state and local laws differ, sometimes significantly, about 20 states and more than 200 cities and counties have adopted SOGI-related non-discrimination laws covering employment, housing, and/or public accommodation.2


How Do Organizations Uphold their Sincerely Held Religious Beliefs?

Federal and state laws generally uphold the rights of religious organizations to make decisions consistent with their religious beliefs. Many laws addressing sexual orientation and gender identity exempt religious institutions. Even when state and local laws are silent on SOGI issues, ministries still may be able to rely upon the U. S. Constitution’s first amendment to protect their right to operate in harmony with their beliefs.


Ministries can protect themselves from claims of discrimination by clearly communicating their religious beliefs. Ministry leaders should ensure that anyone who represents their ministry—pastors, counselors, and other ministry leaders—understand the organization’s core beliefs and are able to express them correctly and consistently.


Leaders should advise all individuals who seek to use ministry facilities why the ministry exists and its core beliefs. Document ministry beliefs within foundational and operational documents—membership applications, employee handbooks, activity participation agreements, facility use agreements, and other relevant organizational policies.

Consider Buying Religious Freedom Protection Insurance

Insurance coverage is available from some insurance providers. Not all coverage is equal, however, even among those insurers that specialize in ministry-related insurance. Avoiding every potential claim or lawsuit that may result from belief-based decisions and practices is impossible, but ministries should carefully consider the issues and take steps to avoid or lessen potential claims whenever possible.


*LGBTQ is an acronym for Lesbian Gay Bisexual Transgender Queer (and/or Questioning individuals/identities). The term originated in the 1990s.

1What You Should Know About EEOC and the Enforcement Protections for LGBT Workers

2Human Rights Campaign