LeBlanc v. Trustees of Indiana University

Case Adopted 12/12

Case Update (01/13):
Indiana University filed a motion to dismiss the case based on venue. On October 23, 2012, the Maryland district court denied IU’s request for dismissal and transferred the case to the U.S. District Court for Southern Indiana. The case is now in discovery; a scheduling conference was ordered for January 7, 2013.

Case History

Virginia LeBlanc is the former director of the Hudson and Holland Scholars Program at Indiana University, a race-conscious scholarship program primarily serving African American, Hispanic, and Native American high-achieving scholars. She filed a federal complaint against the university alleging gender and pay discrimination.

On September 13, 2010, LeBlanc filed a grievance with the IU Office of Women’s Affairs for disparate treatment, unequal pay, discrimination in the hiring process, and sexual harassment. Nothing was resolved, and the Office of Women’s Affairs has since been dismantled.

In late November 2010, LeBlanc and another female colleague filed a complaint against the special assistant to the vice president for diversity, equity, and multicultural affairs. The complaint was for inoperable work conditions, disparate treatment, and professional misconduct. It was left unanswered.

She filed numerous other complaints internally, but nothing was resolved.

She finally resigned from her position on August 22, 2011. On September 1, 2011, she filed a complaint with the Indianapolis division of the Equal Employment Opportunity Commission. Her complaint alleged that her pay was not commensurate with that of the program’s two previous male directors. She also alleges unfair and inequitable hiring practices, a hostile work environment, verbal sexual harassment, and intimidation.

Once she received a “right-to-sue” letter, she filed a federal complaint with the U.S. District Court for Maryland on July 20, 2012.

The complaint listed numerous violations of Title VII of the Civil Rights Act of 1964, which prohibits employment discrimination based on race, color, religion, sex, or national origin, as well as violations of the Equal Pay Act of 1963, which protects women who perform substantially equal work compared to men in the same establishment from sex-based wage discrimination.

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